There are about 5 stages. Stage 1 - Attend information sharing session Stage 2 - Standard online assessment (gamified), ( if succeed, move on to stage 3) Stage 3 - 'Digital Challenge' this changes every year as it is up to the present GMAP candidates and Maybank internal team to come up with some challenges. Mine felt like some online hunger games and in my opinion was quite poorly coordinated. Lasted from approx 1.30 PM to 6.30PM (Must pass to go to stage 4) Stage 4 - 'Assessment centre' Apparently involving case studies and etc. They said this would be more difficult. Stage 5 - Career conversation, at this point you are confirmed and will start discussing which departments you should and can go. PS. I only made it to stage 3 and did not go through. If you pass, Stage 4 was the next day itself after stage 3 which also would last from 1.30 to 6.30. I suppose they design the stage 3 inhouse to be some form of filter to ensure that the people who made it through this round are very capable, outspoken and in a way, go-getters. I felt like my stage 3 was slightly compromised by a few inadequate groupmates. This round was very harsh and at many times felt very unfair. At each 'level' of assessment you will have a dedicated 'judge' (normally a senior employee) who will look at how you and your team communicate and and perform the task. I felt like there are so many things not within your control that would affect your performance during these tasks and your judgement is made immediately. To this day I don't know if they filtered out the candidates based on how far they made it through the objectives or if they actually genuinely assessed every individual thoroughly. Personally I don't think they did. I felt like I was being punished unnecessarily by some of my groupmates' shortcomings. They would tell you if you made it on that night itself around 8PM via email and only gave me the results from the online assessment (stage 2). I would say what Maybank is doing is commendable, it's a very unique and arduous process and I'm very sure they do end up with the cream of the crop. I just think their stage 3 leaves too many things to chance and luck.

There are about 5 stages in the GMAP interview process, the whole process takes around a month. Disclaimer: The stages below are what I experienced during the assessment, yours might be different. Stage 1 - Information sharing session (1.30 Hour). Nothing Much to share here. Stage 2 - Online games assessments (Accenture). Highly recommend you read Maybank’s values and culture before you play the games. In this stage they will assess your cultural fit with Maybank. Stage 3 - Digital Challenge (6 Hours). In this stage they will separate you guys into groups of 5-6 and give you different types of quizzes/puzzles etc. From there, a bunch of Maybank employees will observe how you work and interact with each other. The individual scores doesn’t matter, what matters is how you present yourself in a team. This stage will mainly filter out the candidates who are not outspoken and proactive enough. You will know the results after the session. Stage 3.5 - Factions Allocation (1 Hour) - After you passed Stage 3, you will receive an invitation email to Stage 3.5 and Stage 4. Stage 3.5 is held right after Stage 3 which is at night. In this stage, you were just required to choose your own factions according to your personality traits. There are no assessments in this stage. Stage 4 - Assessment Centre (7 Hours). By far the most intense assessment I have ever seen. The case studies and problems are designed in house by Maybank itself, so the candidates cannot prepare in advance. With your factions members, you are required to discuss, design and present your case studies solutions to Maybank Employees. Word of advice, just try your very best to contribute to your team. This stage is designed to assess how candidates act in different working environments. Stage 5 - Career Conversation (1 hour). Essentially a normal interview with two senior employees in HR. I personally believed that they already decided who they want in GMAP already. You could easily judge whether you got into the GMAP or not by observing the interviewer’s interest level during the interview. You will ask yourself, if they know who they want in GMAP already, why are you still invited to a career conversation. The answer is very simple, the career conversation serves as a reason to allocate you to another Maybank Program (Of course the compensation package is not as lucrative as GMAP).