Does HR try to favour certain candidates by pairing them with easy-going interviewers?

I think this is flat out nonsense. 

Because interviewers don't even take the decision to advance or not to advance a candidate. They are usually discussing this in a round with other interviewers, in which they get challenged. So theyact more like a “presenter” of the candidate's case. 

As usual, this is something that even most consultants don't understand, because they have not been trained as interviewers. And this is how such rumours emerge and get spread..

Cheers, Sidi

___________________

Dr. Sidi S. Koné

Former Senior Engagement Manager & Interviewer at McKinsey | Former Senior Consultant at BCG | Co-Founder of The MBB Offer Machine™

Hi there,

I would be happy to share my thoughts on your question:

• First of all, it's important to recognize that (consulting) application processes are designed to be rigorous and fair. While it's not uncommon for the recruiting team to have a certain degree of flexibility, they would certainly not implement such illogical practices.
• Moreover, I would advise you to focus on your preparation. The best way to secure a position is to perform consistently well across the whole application process, regardless of any interviewer's perceived leniency.

If you would like a more detailed discussion on how to best prepare for your upcoming interviews, please don't hesitate to contact me directly.

Best,

Hagen

Hi,

I would be shocked if true. It's against the rules of MBB recruiting process.

Whatever is said, just focus on your preparation, do not be influenced by what people say.

Cheers,

Alexandre

Hi!

Really, I've never heard about this. 

Nor have I observed it empirically among my own database of candidates. 

I do know that HR can sometimes get frustrated with certain interviewers who are tough, but they don't have the autonomy of not giving those interviewers access to candidates. 

If you're interested into reading more about sources of bias and how these things affect the recruitment process, you might find the following article interesting:

• Expert Guide: How Are Diversity Initiatives Affecting Recruitment? 

Good luck!
Cristian

———————————————

Practicing for interviews? Check out my latest case based on a first-round MBB interview >>> CodeWave  

Hi,

Contrary to what other respondents have stated, I think, sometimes, it's possible. But probably not very common. Even if there are rigorous processes in place at those firms, it does not rule out the human factor completely.

I wouldn't think about this too much, though and focus on your actual case and fit interview preparation.

Regards,
Nick

Hi,

In my 5 years of being an interviewer at BCG, I have never heard this happen. 

It also shouldn't matter to you - focus on performing at the highest level and you wouldn't have to worry who your interviewer is :)

Hi there,

I would be incredibly shocked if this is your case. If your friend is actually doing this, they will be fired if found out.

This is absolutely against MBB policy and should not happen. At scale, I would be truly surprised if it happens a lot - rather your friend  (and perhaps their specific department) is doing this against official policy. If found out, they would be likely to be fired.

Regardless, try to focus on what matters. Whether or not this is true, does this affect anything you do? Do you case/interview differently? Nope! Therefore, the time/energy spent wondering/talking about this is wasted time…which could have been used to advance your interview/case performance itself!

Always be objective-driven!!

https://www.preplounge.com/en/articles/how-to-shift-your-mindset-to-ace-the-case
 

https://www.preplounge.com/en/articles/pitfalls-case-interview-preparation

Hello! 

From experience that doesn't really happen as it would be highly against the rules. 

Something to keep in mind is that success will depend how well you match with the interviewer type for the FIT and CASE section, that is difficult to assess from HR perspective ahead of time. 

Finally, the HR objective is to enable to best level of match and right candidates, not to get to the number of targeted offers the fastest. If too many get to the “potential offer stage” that does not simplify the work as difficult decision needs to be made. 

Overall I don't think worrying about this is helpful in your preparation. You should focus on being ready and trying to beat the BAR! If you do and give it your best, that is all that's in your control & power, the rest “unfortunately” is not up to you. 

Best of luck in the practice!

Hi there,

After more than 10 years doing interviews in different consulting firms, I have never seen anything like this. Most consulting firms have rigorous recruiting process where several people influence in the decision so there isn't anything like “easy-going interviewers”.

Best,

Alberto

—

Check out my latest case based on a real MBB interview: Sierra Springs

Hi there,

Q: I heard from a friend in HR at MBB that when they see a high-potential candidate they like, they often try to pair them with interviewers who are known for being lenient. Does this usually happen?

I would be very surprised if this were to happen at scale:

1. This is very likely against the recruiting rules of the firms
2. There is very limited upside and high downside for the HR person
3. Long term, this would lead the companies to hire sub-optimal candidates

Best,

Francesco

Sorry but this is just not practical in real life. Especially as even shortly before interview marathons the availability of interviewers changes. Don't believe such stuff. Best, Frederic