Hey Experts, would like to know from your experience what differentiates between a candidate who is good (on the fence on hiring) and great (must have him/her in my team)?
(editiert)
Hey Experts, would like to know from your experience what differentiates between a candidate who is good (on the fence on hiring) and great (must have him/her in my team)?
(editiert)
Hi There,
A good candidate (on the fence on hiring) - basically not that bad, but just ok - is:
PEI
Problem Solving
Meanwhile, a distinctive candidate will have either the PEI or PS or both of below:
PEI
Problem-solving
Possessing distinctiveness in both PEI & PS is extremely rare, it was usually either one of those, even inside the firm. If the candidate has one of PEI/PS, I would definitely make sure to get him/her in my team.
Hope this helps
Hi Anonymous,
There are a many small details which form an impression, but let me focus on the most important differantiators:
Hope that helps - if so, please be so kind and give it a thumbs-up with the green upvote button below!
Robert
Hi,
Great candidates: Very systematic thinking, communicate with purpose, strong leadership potential, I will be comfortable to leave him / her with client, passion for the job
Good candidate: Weak performance in any one of the above characteristics
Hope this helps :)
Hello!
I leave you here a slide from the "Integrated FIT guide for MBB" has been recently published in PrepLounge´s shop (https://www.preplounge.com/en/shop/tests-2/integrated-fit-guide-for-mbb-34). It direcly adresses what you are asking!
It provides an end-to-end preparation for all three MBB interviews, tackling each firms particularities and combining key concepts review and a hands-on methodology. Following the book, the candidate will prepare his/her stories by practicing with over 50 real questions and leveraging special frameworks and worksheets that guide step-by-step, developed by the author and her experience as a Master in Management professor and coach. Finally, as further guidance, the guide encompasses over 20 examples from real candidates.
Feel free to PM me for disccount codes, since we still have some left from the launch!
(editiert)
Hi
I suggest you have a look at this thread
https://www.preplounge.com/en/consulting-forum/how-to-manage-expectation-and-wow-your-boss-6954
Best
1) Takes analysis/insight to the next level (i.e. says something I really hadn't considered)
2) Is quick to adapt/adjust - take feedback well, and if they make a mistake or gets stuck, they pivot quickly
3) Is likeable! I.e. they're modest, not imposing, seem kind/want to learn, seem like they'll just figure things out, etc.
Dear A,
Pretty often, the difference between great and average good candidate is not that big. But what really makes a difference is experience and preparation. So the more smart hours and approach you have used for the entire preparation, actually makes you paid off during the interview, because very great candidate would be able to interact actively with an interviewer, involving in the case solution, build it as a dialog and it will be very easy way to go for both of them. The perfect candidate will also hypothesis driven and will crack all the cases consistently and very easy. This is what we are looking for in the interviews while selecting the people.
Good luck,
and let me know if you want to be one of the few.
Best,
André
Lerne, wie du dich auf Case-Interviews optimal vorbereitest und mit einem perfekten Bewerbungsgespräch bei McKinsey, BCG und Bain überzeugst.
Entdecke die Geheimnisse von Zielsetzung, Realitätsprüfung, Optionserkundung und Zukunftsplanung – eine Neudefinition deines Erfolgswegs.
Lerne, worauf es bei einem Case-Interview im Consulting ankommt und erfahre alles über die Case-Interview-Basics bei PrepLounge!