1. Phone interview and invitation for a f-2-f interview 2. 3/4 people interview panel; 1 HR person, 2 Principles and / or Manager BA General Hr questions around your back ground, current job, why you are interested in this role and Rio Tinto followed by technical questions. This includes explaining how to do a valuation model, what does the discount rate means, it's implications for valuations etc, global market information. specifically they are if you we're head of RTIO and delivering a speech to investors what would you discuss, and if a GM ask you to do a capex application for a truck how would you approach this... (Very intense 1.5 hours of interviewing) this is followed by a set of HR questions; conflict resolution, improvement of current process and example of safety initiative. Al of these needs to be structured as situation, solution, feedback etc. 3. Build a valuation model for a given business case, run two scenarios and provide a business brief. This needs to capture the economic / commercial aspect as well as the socioeconomic aspect as well. This a two hour exercise followed by an interview where they go through each line item of the model, asking your rational behind inputs and assumptions and discuss the commercial paper in detail. 4. Lunch interview on same day with two current worker; ie Senior Commercial Analyst. This is an opportunity for your to interview the guys and make a positive impact. 5. Behavioural, numerical, language and reasoning test; through shl.com. Practice makes it perfect for this. 6. Medical Offer is made and the process could take anywhere from two months to five months. Rio Tinto HR is really slow on all things and highly unorganised.