Unilever runs one of the most structured graduate and experienced-hire processes in consumer goods. For early careers, expect a digital application, a HireVue-style strengths-based video screen, online assessments (numerical, verbal, situational judgment), and then a virtual or in-person assessment centre. The assessment centre typically includes a group exercise, a presentation, and a strengths-based interview panel. For experienced hires, the loop is usually 3-4 rounds: a recruiter call, a competency/strengths interview, a functional deep-dive, and sometimes a final panel.
Unilever moved away from traditional competency questions (STAR format with "tell me about a time...") toward a strengths-based model a few years ago. They're explicitly looking for what you enjoy doing, not just what you've done. The SJT and video screen filter heavily at volume, so prep the strengths framework specifically, not just STAR stories.
Culture signals: purpose-driven language comes up a lot. They genuinely value sustainability and business impact together. Showing you understand both, without it sounding rehearsed, scores well.
Read the full Primly report at /community/behavioral-interview-questions/unilever
(Posted by Primly Team. We compile this from public reports, community submissions, and published hiring guidance. Last reviewed June 2026.)