Phillips 66 Hiring Process and Assessment Test: Everything You Need to Know

Phillips 66 is one of the largest energy manufacturing and logistics companies in the U.S., operating across refining, marketing, midstream, and chemicals. Whether you’re applying for a job in operations, engineering, business, or corporate services, the hiring process at Phillips 66 is competitive and structured to identify candidates who align with their values of safety, honor, and commitment.

In this guide, you’ll learn how the Phillips 66 hiring process works, what to expect on the assessment test, and how to prepare to give yourself the best chance of success.

Overview of the Hiring Process

The hiring process at Phillips 66 typically involves the following stages:

Online Application
Assessment Test (if applicable)
Initial Screening (phone or video interview)
In-Person or Virtual Interview(s)
Background Check and Drug Screening
Job Offer

Each step is designed to evaluate your skills, cultural fit, and commitment to safety and operational excellence.

Step 1: Online Application

Start by creating a profile and submitting your resume through the Phillips 66 careers portal. Be sure to:

Tailor your resume to the job description
Highlight relevant technical or leadership experience
Include certifications (especially for roles in refining, safety, or maintenance)

Some positions, such as internships or early career roles, may require you to apply during specific recruitment windows.

Step 2: Phillips 66 Assessment Test

After your application is reviewed, you may be invited to take one or more assessment tests. These are used to screen candidates based on cognitive ability, safety awareness, and job-relevant traits.

Types of Assessment Tests

1. Cognitive Ability Test

Focuses on numerical reasoning, logical thinking, and reading comprehension
Typically timed (20–45 minutes)
Used for positions that require strong analytical skills, such as engineering, finance, and IT

2. Mechanical Aptitude Test

Common for operations, maintenance, and technician roles
Assesses understanding of mechanical principles (gears, levers, pulleys)
May include visual diagrams and problem-solving questions

3. Situational Judgment Test (SJT)

Measures how you handle workplace scenarios involving teamwork, safety, leadership, or conflict
You’ll choose the most appropriate response from multiple options

4. Safety & Compliance Assessment

Tailored for roles in refineries or fieldwork
Evaluates your understanding of and commitment to safety protocols and procedures

These assessments are usually taken online and are automatically scored. High performers are typically shortlisted for interviews.

Step 3: Phone or Video Interview

If you pass the assessment, a recruiter or HR representative will contact you for a screening interview. You may be asked about:

Your background and qualifications
Interest in Phillips 66 and the specific role
Availability and location preferences
Salary expectations

Be prepared to show your understanding of the energy industry and Phillips 66’s values.

Step 4: In-Person or Panel Interview

The next step is usually a behavioral and technical interview, either on-site or virtual, depending on the role and location.

Behavioral Interview

Expect questions that begin with:

“Tell me about a time when…”
“Describe a situation where you had to solve a problem under pressure…”

Use the STAR method (Situation, Task, Action, Result) to answer clearly and concisely.

Technical Interview

For engineering or field roles, you may be asked to:

Solve problems or analyze technical scenarios
Interpret schematics or process diagrams
Demonstrate knowledge of tools, systems, or chemical processes

Step 5: Background Check and Drug Screening

Before an offer is extended, Phillips 66 conducts:

A criminal background check
Employment and education verification
A mandatory drug screening (especially important for field-based or safety-sensitive roles)