Interviews are generally the final and most important stage of the recruiting process. The purpose of the interviews is to examine the applicant’s strength in several parameters: analytical and problem solving skills, leadership, persuasiveness, and teamwork abilities. The interviews are comprised of case studies and a personal interview designed to gain knowledge of the applicant as well as gauge their fit with the work environment and culture of the firm. In most cases, there are between 2-3 interview rounds. After each round, the applicant meets with a more senior interviewer. During each interview the applicant must demonstrate business acumen and professionalism consistently. This is important because upon completing all of the interviews, the interviews will meet collectively to discuss the applicant’s performance.

During the personal interview stage, the applicant must demonstrate leadership and teamwork skills compatible with the work environment of the consulting firm. The interviewers expect relevant examples in which the applicant demonstrated his ability to lead people, was able to orchestrate change in spite of strong organizational resistance, and worked within a team to solve problems.

During the case stage, the interviewer often presents a recent business problem to see how the applicant might handle it. The applicant is expected to perform a “framing” of the business situation, explain the correct approach to its solution, mathematically analyze this approach, and supply concrete recommendations for action.

The firm’s emphasis on case studies versus fit varies between companies and heavily depends on the firm’s concept of “the ultimate applicant.”

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