Career Success. Progressive pictures of man on his laptop.

How to manage your career success

Your career and subsequent career success are more than just the job title you currently have. It is also more than just your dream job or position.

Your career can be described as a series of jobs that are related to each other and which grow in complexity. Consequently, making educational and career choices are not once-off processes because both jobs and people evolve. For this reason, making these choices should not be seen as an all-or-nothing decision, but rather part of an evolving process. Therefore measuring your career success to a certain job or role would be pointless.

Continue reading How to manage your career success

Gamer and other new era digital jobs

Welcome to our exploration of new era digital jobs, starting with one of the most widely publicised, the professional gamer.

Professional gamer

In August 2019 the Fortnite competition dmeonstarted the earnings potential for the top international professional gamers.

Forty million entrants were whittled down to 100 solo finalists . The final was held at Flushing Meadows, the home of the US Open tennis tournament.

The $30 million prize money guaranteed that each of the 100 finalists would take home at least $50,000 each. Even though there were players from 30 countries, there is evidence that viewers of Fornite professional gamers on Twitch have peaked.

New era digital jobs

Here is the second of our new era digital jobs.

Digital Marketer

This role combines the following digital marketing skills:

  • Content Marketing

Considerable marketing skills are needed to develop content for today’s varied mix of social media platforms. Primarily the content’s theme and messages must be targeted at customer segments. It must therefore meet specific audience needs and expectations. This then drives those targeted customers to complete a drive for action. For example, buying because there is a discount offer. Each of these stages is measurable in the Facebook, Pinterest and Instagram feeds – or whatever other selling platform is being used.

Many consultancies, SaaS and other start-ups also offer educational resources. For example, blogs, e-books and Webinars. Creating the content for all of these falls within the remit of the Digital Marketer. They must then apply their content marketing skills to use such promotional materials for marketing purposes.

Start-up Digital Marketing Model

The typical model for a new start-up is to raise brand awareness amongst customers initially. Telling, not selling. Then to keep driving customers to return to your site – rather than to your competitors’ sites. Over time, once there are a sufficient number of site users, to start driving sales from those returning customers. Running surveys and publishing customer stories are other effective means of driving customer purchases.

Both promotional content and educational content are important parts of a start-up’s digital marketing strategy. Common forms of educational content are podcasts and How To videos.

Brand Journalist

Communicate brand value to customers using a range of multimedia platforms.

Growth Hacker

digital marketing skills

Content Marketing Manager

A content marketing manager is responsible for content marketing. Managing blog, marketing campaigns, ebook publications, guest blogging, email communications, video marketing, sales page copywriting, etc. are the roles of a content marketing manager.

Content marketing manager responsibilities

  • Create, edit and improve the content that audience is looking for and optimize the path to conversion.
  • Deliver effective editorial plan and content marketing strategy to meet the business objectives. Editorial requirements include basic SEO understanding, content development,
  • categorization and structure, distribution and management.
  • Measure and optimize on a regular basis to drive traffic, engagement, and leads.
  • Integrate content programs with brand campaigns to drive the demand for the brand.
  • Develop editorial calendar.
  • Receive customer feedback and generate ideas to increase customer engagement.
  • Analyze web traffic metrics.

Analytics Manager role

Analytics manager is responsible for the implementation of tools and strategies to translate raw data into the valuable business insights.

Digital Marketing Skills

Analytics Manager responsibilities

  • Understand the business objectives and needs.
  • Develop the right strategies for effective data analysis and reporting.
  • Define the metrics and relevant data sources of the company.
  • Select, configure, and implement analytical solutions.
  • Lead and develop a data analysts team.
  • Extract reports from multiple sources like IT, operations and customer feedback.
  • Transform the raw data into actionable business insights through statistics and data models.
  • Present the analytical findings to the senior management.

Digital Marketing Manager role

The primary role of a digital marketing manager is to get the word about your brand out in the digital space.

Digital marketing manager responsibilities

  • Develop, implement, and manage marketing campaigns that promote the products and services of a company.
  • Enhance brand awareness in the digital space.
  • Drive website traffic and acquire leads.
  • Measure site traffic, identify and evaluate new digital technologies and optimize marketing campaigns, email marketing, social media, and display & search advertising using web analytics tools.

Digital Marketing Skills

SEO Executive role

The primary role of an SEO specialist or an SEO executive is to rank a website page on the search engine result page and to increase the website’s traffic. SEO sector is booming day by day, and SEO executive jobs will always be in demand. SEO executive roles will be available only in large companies with marketing departments. The SEO executive job role is available for all degree students, but it would be a plus point if you have a degree in digital marketing. You must have relevant experience and high level of technical skill.

SEO executive responsibilities

  • Conduct on-site and off-site analysis of clients in various industries.
  • Compile performances report using Google Analytics program.
  • Keep attention to the updates of Google’s Algorithm.
  • Contribute to the company’s blog for on-page and off-page optimization.
  • Conduct keyword research according to the latest keyword research strategies.

Social Media Marketing Expert role

A social media marketing expert is responsible for combining marketing and social media management to enhance the company’s social media presence, interaction with target audiences, promoting the brand’s engaging content, and expanding the opportunities for increasing the revenue.

Social media digital marketing skills include understanding and knowledge of each social media platform, social media marketing strategies, and how to optimize content to make it engaging on the social media channels.

Digital Marketing Skills

Social media marketing expert responsibilities

  • Create social media marketing strategy and campaign by creating the content idea, budget planning, and implementation schedules.
  • Promote the brand’s products and services on various social media channels.
  • Build social media marketing strategy and execute it through competitive and audience research.
  • Optimize company pages with each social media platform to increase the company’s social content visibility.
  • Achieve audience engagement, website traffic, and revenue by exploiting all digital marketing aspects of social media marketing roadmap.

Digital Marketing Copywriter role

There are many job roles of a copywriter. A digital writer produces the written content for web pages. They can work either as a freelance content writer or as an employee of a company. The copywriter can help the content team to refine their content and words used to get more reception, help the search engine marketer to write a better ad copy, help the social media manager with better words for posting on social media channels.

Digital marketing copywriter responsibilities

  • Tailor the content and style of writing assignments according to their purpose like sell or inform.
  • Understand target audience because content writing is not for clients. It’s for the readers. So a copywriter should understand the interests of the target audience.
  • Work with different team to ensure quality results and quality visual elements of the web page complementing the words.
  • Identifying interesting and fresh angles every time for an article.
  • Write for blogs, web pages, social media, ebooks, slogans, and video script.
  • Assist with the business pitches to win new clients and projects.
  • Provide digital contents such as video, infographics, and images, etc.

Conversion Rate Optimizer role

A conversion rate optimizer is responsible for a company’s conversion rate strategy and lead generation. It’s the most crucial digital marketing job role. They are responsible for managing, testing, and implementing conversion points in the digital marketing funnel.

Digital Marketing Skills

Conversion rate optimizer responsibilities

  • A/B Testing, measure the performance of CTAs and improve conversion rate consistently.
  • Optimize the marketing conversion paths.
  • Optimize lead-to-customer conversion rate.
  • Managing and optimizing CTAs, landing pages, and the lead generation forms.
  • Collaboration with each team responsible for social media posts, email, and blogging to optimize each conversion path.
  • Increase the marketing funnel efficiencies.
  • Increase qualified marketing leads and conversion rates for the sales team.

Search Engine Marketer / SEM Specialist role

In a small company, a digital marketing manager does all the tasks of a search engine marketer. However, when it’s a big company, there is a dedicated search engine marketing specialist also known as SEM specialist to target the number of leads and clicks from the given marketing budget, manage bid, keyword research, analysis, ad copywriting, and to test ad campaigns.

Digital Marketing Roles

SEM specialist responsibilites

  • Achieve maximum ROI in paid search campaigns by collecting and analyzing data, and identifying trends and insights.
  • Track, report, and analyze website analytics, and PPC campaigns.
  • Optimize the landing pages of paid search engine marketing campaigns.
  • Research and analyze advertising links of the competitors.
  • Manage the expense and budget of campaigns, and estimate monthly costs.
  • In-depth website analysis.

Inbound Marketing Manager role

An Inbound Marketing Manager is responsible for attracting traffic, and qualified prospects and converting them into customers and leads.

Digital Marketing Roles

Inbound marketing manager responsibilities

  • Build and manage rich contents like blog posts, ebooks, webinars, whitepapers, infographics, reports, etc. which attracts qualified traffic.
  • Optimize lead nurturing process and marketing automation through content, social channels, and email.
  • Propose new and improved ideas on inbound marketing campaigns.
  • Create, manage, and execute multi-channel marketing campaigns leveraging inbound marketing, SEO, email, mail campaigns and events to drive customer acquisition.

Digital Marketing Executive role

A digital marketing executive is responsible for looking into the online marketing strategies for the organization. They plan and execute marketing campaigns, and maintain and supply content for the organization’s website.

Digital marketing executive responsibilities

  • Develop and manage digital marketing campaigns
  • Manage organization’s website
  • Optimize content for the website and social networking channels such as Facebook, Twitter, Instagram, Google Plus, etc
  • Track the website traffic flow and provide internal reports regularly
  • Fix any error in online content and arrange webinars and webcasts
  • Attend networking events and product launches.
  • Identify new digital marketing trends and ensure that the brand is in front of the industry developments.
  • Work on SEO of the website pages.
  • Edit and post content, videos, podcasts, and audio content on online sites.
  • Promote company’s product and services in the digital space.
  • Execute social media efforts to improve KPIs, likes, shares, tweets, etc.
  • Creating and executing SMS, and email-based marketing campaigns.

The above roles can be grouped into Customer / Sales roles; Social Media Marketing and IT and Data Analysis roles:

Digital Marketing Roles

Customer / Sales start-up roles

Digital Marketing start-up roles

IT and Data Analysis start-up roles.

Other Social Media Influencer Roles

There’s a scale of influencer roles which we’ve split broadly into three types, based upon the volume of followers.

Instagram influencer / Celebrity entrepreneur

Not every social media influencer is a celebrity with 100 million plus followers. There are only around a dozen of these. From the American Khardashians to the Chinese celebrity Angelababy (with 100 million followers).

Brand Ambassador

Famous sports stars like Novak Djokovic might not have the stratosperic follower numbers of some celebrity influencers. He still promotes many brands, such as Seiko and NetJets. In industries, like fashion and lifestyle, celebrity brands such as Gwyneth Paltrow’s Goop have become even more influencial than many corporate lifestyle brands.

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Digital Marketing Skills

Interview Skills Guide. Interview candidates sitting in a row with question mark in front of their faces.

Core Interview Skills Guide

Welcome to our Interview Skills Guide. We hope you find this useful and informative.

Competency Based Interview Skills

The basic principle behind Competency Based Interviewing (CBI) is that:


CBI is a key part of the selection process because it enables you to assess the extent to which a candidate is able to use the core competencies we know to be associated with superior performance in a role.

CAR is a structured approach that focuses on the candidate’s recent experience to identify situations that would have enabled them to use these core competencies. By:

  • Understanding the context that the candidate was responding to
  • Identifying the actions taken by the candidate
  • Establishing the consequences of these actions in terms of results, outputs or impact on the business

The interviewer is able to assess the effectiveness of the behaviour demonstrated by the candidate.

There are therefore 3 critical stages in the process:

Interview skills guide. Young candidate at table.

Interview Skills – CONTEXT

The CAR process begins by asking candidates to use examples from their recent experience to respond to set questions.  Every example should contain information that lets the interviewer know “why” something took place.  “Why” can be answered by finding out:

  • The circumstances surrounding the example they are going to talk about

  • The nature of the situation that they found themselves in
  • The task or activity that they had to do in response

Interview Skills – ACTION

Actions are what people say or do to complete a task or activity.

Without further prompting, candidates frequently explain their Actions in general terms such as:“I completed the project” / “I put together a training programme for a colleague” / ‘I always fixed the equipment when it broke down” / “I helped my colleagues”

All of these are vague and leave you as the interviewer not knowing what was actually said or done – their Actions.

Interview Skills – RESULT

In all those situations you as an interviewer must ask prompting or probing questions to get down to a level of detail that enables you to understand what the individual:

  • Said or
  • Did

The Result is the outcome of the Actions that an individual has taken.  Knowing the Result allows the interviewer to evaluate the effectiveness of the Actions taken and the behaviours used.


The interview format is designed to guide you through the 3 stages and provide space on the script for you to record in note form the evidence or information you have collected.

Interview Skills Guide. Arial photo of candidate in front of panel of interviewers.


To ensure that you understand what a behavioural example looks like it is just as important to be able to identify what is not a clear behavioural example.  These are incomplete CAR’s and provide no more than indications of what somebody:

  • Feels or thinks about a situation that they were faced with (Feelings and Opinions)
  • Believes they would do in certain circumstances (Theoretical and Future Related)
  • In general terms has done in the past (Vague and Generalised)

None of these are specific enough to help you make a sound evaluation of their past behaviour.  Some examples:

Feelings and Opinions

“I thought I was the best VDU operator and deserved more responsibility” / “I was bored with processing lots of data all day every day” / “I really enjoyed my job working with customers; I’ve always been told that I am very good at listening to people’s concerns and issues”

These responses provide no insight into an individual’s behaviour and what they did.  Their answers relate to how they felt about a situation that they were faced with.

Theoretical or Future Orientated Responses

“If I had been dealing with the problem I would have done it differently”

“I am always good at dealing with clients on the phone”

“I won’t make a lot of mistakes if I am given a lot of work to process through the system”

These responses indicate what an individual thinks they should do or would do if they were faced with that situation.

Vague and Generalised Responses

“I tend to deal with staff problems when they occur and sort them out then”

“…..and I managed to persuade the client that it was a good deal and they bought the product”

“My approach to disciplinary issues is generally quite tough although I will listen to what others have to say”

These sorts of responses are summaries or descriptions of what they did.  The interviewer needs to get more detail to understand the sort of behaviours that the individual did to resolve the situation they are reflecting back to you.

Interview Skills Guide. 3 candidates sitting in a waiting room.


  • Vague or generalised info.
  • Not all elements of the CAR have been provided.
  • You have not got sufficient information to make a judgement regarding the CAR.

The structure of the questions are designed to help provide the 3 elements of the CAR.

The recording of the information within the interview guide is also in a CAR format:


So that:

  • information is easy to collect and reminds the interviewer of the CAR format
  • standardised way of summarising the information collected
  • enables consistency of approach and assessment





















Interview Skills Guide. Interviewer looking sceptical


These are clear indications of a candidate’s intention to use vague, non-behavioural language:

For example, vague responses often begin with phrases like:

  • I am always doing….
  • In those situations, I usually…
  • Most of the time, I would….
  • Usually, I….
  • Sometimes, I….
  • Normally I….

Some questions to focus their responses more appropriately are as follows:

  • Exactly how were you involved?
  • Tell me exactly what you did.
  • Take me through the process, step by step, explaining what you did.
  • Describe the specific situation and the actions.
  • How many times in the last months have you…?
  • Describe one particular time when…
  • Think of one particular day when this happened.
  • Give me more specific detail.
  • Give me a specific example of this situation.
  • How were you personally involved?

Focusing responses more appropriately

Phrases like the following show the interviewer that a candidate is about to speculate about future behaviour or give a theoretical response:

  • Next time that happens, I’ll…..
  • I probably could…. may change the way I… think now I’m able to…….

Some questions to focus their responses

  • In the past, can you recall an example of…?
  • The last time that happened, what did you…?
  • What has been …?
  • Can you give me a specific example of when this actually happened in the past?

Focusing responses more appropriately

These phrases can give the interviewer a clue that a candidate is about to express a feeling or opinion about a situation:

  • I was really good at…. did more than my share… I thought I was….
  • If you ask me, I’d say….
  • So if I had been the Manager, I would have….

Some questions to focus their responses more appropriately are as follows:

  • Give me an example of what you did as a result of feeling like this
  • How do you know that?
  • How can you measure that?
  • What actions have you taken because of your feelings?

Follow up questioning is critical because:

  • Most responses to questions will not contain all the aspects of the CAR.
  • The interviewer must determine which parts of the CAR are missing and ask questions that will pin down these missing elements.

Focusing people’s responses to tell you what you need to know can be helped greatly by using appropriate non-leading open questions.  We can illustrate the difference between leading and non-leading (open) follow-up questions.

Interview Skills Examples

Leading QuestionsNon Leading (Open) Questions
I suppose your boss was pleased with that?What feedback did you get from your boss?
You didn’t let her get away with breaking the rules, did you?What did you do when you discovered she was breaking the rules?
When you served the customer I assume you used his name?What did you say to that customer when you served him?
You left that job for more money?Why did you leave that job?

More Interview Skills Examples

Ensure that you avoid using open theoretical questions.  The following examples illustrate the difference between theoretical follow-up questions and non-theoretical follow-up questions.

Theoretical QuestionsNon-Theoretical Questions
How should you have tackled that problem?How did you actually tackle that problem?
With hindsight what would your approach be next time?What was your specific approach On that occasion?
How do you go about delegating to staff?Tell me how you delegated that task to that member of staff?
Interview Skills GUide. Candidates sitting ina waiting room waiting for an interview.


  • Asking follow-up questions helps the interviewer collect enough complete behavioural examples to understand the candidate’s typical past work behaviour
  • Asking follow-up questions reduces candidate “faking”

Our Assessment Centre Design


The interviewer has:

  • An interview Guide which provides structural behavioural questions that ensure the interview will focus on relevant information
  • Follow-up questions which ensure collection of the CAR

These tools are used to collect sufficient examples of past behaviour and thereby provide an accurate picture of a candidate’s past experiences and accomplishments.

To use follow-up questioning effectively, the interviewer must first analyse a candidate’s response and categorise it as providing:

  • An incomplete CAR response
  • A partial behavioural example
  • A complete behavioural example

Once a response has been classified, the appropriate follow-up technique can be applied.  The two follow-up techniques are:

  • Follow up to redirect the candidate to a behavioural example
  • Follow up to collect the CAR

To formulate an appropriate follow-up question, the interviewer must:

  • Ask an open, non-leading question
  • Avoid theoretical questions
Interview Skills Guide. Young woman sitting in a waiting room chair with symbols on the wall behind her.


Interviewers should aim to get the best out of every candidate and need to:

  • Adopt an encouraging and supportive manner
  • Be discerning and challenging.

  • Demonstrate, both by listening and looking attentively, that they are interested in the candidate
  • Create an appropriate atmosphere in which candidates will relax and talk more freely, perhaps more freely than they had intended.


There are some core skills that need to be taken on board to make the most of the structured competency based interview approach.  These fall into various categories, namely:

  • Interviewers Non Verbal Behaviour
  • Questioning Techniques
  • Maintaining Candidate’s Self Confidence
  • Barriers to Effective Interviewing – Being Aware of and Ensuring that they are not demonstrated to Candidates

Our Assessment Centre Design



  • On the basis of a number of research findings it is considered that a distance of from three to five feet is best suited to a selection interview.  Less than three feet seems to produce discomfort and uneasiness for most people, while more than five feet becomes overly formal.
  • As distance increases, perception of the participants by each other is more negative.


  • How the interviewer sits in their chair is also important for demonstrating attention and a real interest.
  • The interviewer’s body needs to be directly orientated towards the candidate.
  • They should sit up and slightly lean forward in order to show energy and a concern to get on with the task in hand, efficiently and productively.

Eye Contact

  • Of course strong eye contact is essential for showing interest.
  • Also for showing ease and lack of embarrassment.
  • Plus, a willingness to face up to what the candidate is trying to communicate.
  • This indicates when the interviewee has finished talking.
  • Interviewers who do not look sufficiently at the candidate will find it harder to control the interview comfortably.

Facial Expression

  • Facial expression should indicate interest in what the candidate is saying.

  • Often when listening our facial expression appears blank!  Try to ensure the expression conveys interest and avoid showing boredom, irritation or disbelief.

Head Movements

  • Head nodding can provide messages that as the interviewer you are keeping abreast of what is being said, that such information is useful and that you would like to hear more of it.


  • It is necessary for the interviewer to come across as calm and confident in what they are doing and gestures can help or hinder this.

  • Clenched hands and entwined legs can give the impression of nervousness.

  • Hands can be used both to give a greater emphasis to the interviewer’s questions .

Your Voice

  • Encouraging or discouraging messages can come from the way words are produced.

  • Nervousness and under-confidence in the interviewer can come across by talking too quickly or too slowly – calmness by having a steady, reasonably energetic pace.
  • Disinterest could be the message received if the tone of the interviewer’s voice is monotonous without different levels of pitch.
  • Criticism and judgement, which within the interview can be disabling, should not be conveyed by the interviewer’s tone of voice.

Assessment Centre Design

Verbal Behaviour

  • Restating and summarising shows the interviewer is intent on getting an accurate picture of what the candidate is saying.
  • Perceptive probing and use of follow-up questions again reinforces the interviewer’s interest.


The usual types of effective questions apply to competency based interviewing.

Open Questions

  • Open questions often begin with who? what? which? where? why? or how?
  • Open questions are often used to start off a new topic or subject and indicate to the interviewee that they are expected to do the talking.

Probing Questions

  • These sorts of questions are designed to search for information in greater depth.
  • They are vital for detail and for focussing the candidate and interview on particular areas.  


The interview script contains all the information and questions needed to conduct a fair and accurate interview.  It provides:

  1. Notes on preparing for and opening the interview
  • Structured Behavioural Questions which help the interviewer collect complete information on an candidate’s past jobs and experiences
  • Notes on closing the interview and rating the candidate.

The Interview Script provides ample space for an interviewer’s notes.  These notes document the interview. 

Assessment Centre Design


The Interview Script will contain:

Cover Page

  • Provides space for entering candidate’s name, interviewer’s name, the date and any other necessary information

Opening Page

  • Provides a checklist for preparing for the interview
  • Provides an outline for opening the interview
  • Outlines the process and the information that you need to share with all the candidates

Structured Behavioural Question Section

  • Contains questions which direct a candidate to discuss job-related behaviour around target competencies

Guidelines for Ending the Interview

  • Reminds the interviewer to close the interview in a friendly manner


  • Lack of concentration:.
  • Stereotyping: prejudging behaviour on the basis of a similar previous experience.
  • ‘Halo’/’horns’ effect: generalising across all competencies positively or negatively on the basis of one characteristic.
  • Primacy effect: an impression made at the beginning of the interview can overshadow conflicting information observed later.
  • Recency effect. The opposite of the above primacy effect.
  • Attribution theory. It is important that observers take account of situational factors affecting behaviour.

Subjective stance:

We do not like to have our own ideas, prejudices and point of view overturned.  Nor do we like to have our opinions and judgement challenged.  Consequently, when a candidate says something that clashes with what we think, believe and hold firm to, then we may unconsciously stop listening and plan a counter-attack in our own minds.  Similarly a candidate might use a word that triggers an unjustifiably negative or positive reaction.

The most common mistake made in recording is to start to evaluate whilst we are interviewing.

Our Other Job Hunting Resources

Firstly our STEM Career Blog. Secondly, there is our Latest STEM Careers blog. And also, our STEM Career Tips. Next, our STEM Career Blogs:

Next, Become a machine learning and AI specialist. Finally, Become a Business Intelligence Analyst.

Graduate Job Hunting Tips

Welcome to our Top Graduate Job Hunting Tips page.

Our Top Tips

  1. Use our job hunting tips below to stay motivated and to focus on the future, rather than any current frustrations.
  2. Even after a job application is unsuccessful.
  3. Remind yourself that this happens to every graduate.
  4. Track your progress by aiming for more applications to lead to graduate scheme interviews…
  5. Set a target for an increasing number of graduate job interviews per month.
Continue reading Graduate Job Hunting Tips
When to start 11 plus tutoring? Tutor helping boy

When to start 11 plus tutoring?

Welcome to our 11 plus tutoring tips page.

Our top tips

So, when should you start your 11 Plus prep for 11 plus 2019 entry? How much 11 Plus practice does your child need?

Generally speaking, we advise no more than 12 months of tuition for the Eleven Plus. So, starting at the beginning of Year 5 is probably a good time. At the very latest January of year 5 for exams taking place in September of year 6.

Continue reading When to start 11 plus tutoring?
Intelligence. Man playing chess

Intelligence Strengths Test

Welcome to our Intelligence Strengths Test .

This Test assesses the following seven intelligence strengths:

  1. Self-Growth / Self-Growth Intelligence
  2. Emotional / Emotional Intelligence
  3. Logical Reasoning / Logical Intelligence
  4. Kinesthetic / Kinesthetic Intelligence
  5. Spatial Reasoning / Spatial Reasoning Intelligence
  6. Numerical Reasoning / Numerical Reasoning Intelligence
  7. Verbal Reasoning / Verbal Reasoning Intelligence
Continue reading Intelligence Strengths Test
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School Entrance Tests

Our school entrance tests site was set-up to offer equal access to all private school enrance exams and all grammar school 11 plus exams.

We also blog on tredning STEM careers and on improving equality of access to STEM career for both school children and for recent 2019 graduates.

Our regular blogs also cover key private school entrance and grammar school entrance info that you might otherwise have missed.

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