Basically, irrespective of your resume, if you don’t score in the top 10% or 20% (or whatever the required score may be), you get automatically filtered out?
I’ve read somewhere that this isn’t the case, but it would seem to me that they use it as a filtering tool.
Hi there,
I think this is an interesting question that may be relevant for many people. I would be happy to share my thoughts on it:
If you would like a more detailed discussion on how to best prepare your upcoming application, please don't hesitate to contact me directly.
Best,
Hagen
Hi there,
In short, yes, the firm scores you across standardized dimensions and compares that across candidates / past hires.
Also, nowadays, many offices (e.g. in the US) use AI screening tools to pre-filter candidates - hence, making sure your resume ticks the right boxes has become more crucial than in the past, especially when you apply without a strong referral.
That said, interview screening is not “black or white” so don't fixate too much about the exact algorithm, as that is not in your control anyway . Instead, understand what the firm cares about and tailor your CV accordingly - this will go a long way and increase your changes to get invited significantly.
If you're interested to learn more on how to optimize your CV for the screening process, feel free to reach out.
Hi there,
Q: Basically, irrespective of your resume, if you don’t score in the top 10% or 20% (or whatever the required score may be), you get automatically filtered out?
I don’t think there is a universal rule as different companies may use different ways to assess the tests.
In general if you perform badly you are likely to be rejected. However a good performance doesn’t necessarily guarantee a pass as they might assess other elements of your application or simply adapt the hiring according to the recruiting needs – I saw several examples of that with the McKinsey game.
Best,
Francesco
Hi there,
The short answer is no and the short answer is yes.
Yes, there is some level of thresholds. These can change by the specific company, the office, the role level, the recruiting channel, any networking you did, your demographic, the test in question, etc. For some firms it's a hard number, for others it can be a softer number.
Here's what this means for you:
Hi there,
the test results are usually evaluated in conjunction with your written application. However, if you bomb the test, you are likely not going to get invited for interviews.
The reason why these tests are upfront is so that they function as an additional filter gate. Companies want to avoid having their consultants spend time interviewing candidates that likely won't make it through the process. The upfront tests are an intial gauge for that.
So it is definitely worth practicing for these tests.
Best of luck
They will consider both test an resume. Now, of course there's some sort of minimum. Does it really matter if it is 600 points or top 50% or top 10%? You have to do well, that's it.
These tests were designed to be able to find those great candidates amongst not so great resumes. So if your resume is not very strong then you must have a great score (I guess top 10%). If your resume is very solid, then as long as you have a decent score you should be fine as well (and here I can't tell wether it is top 10% or top 30% as sometimes the difference in absolute scores can be very small).
Hi there,
No, there is no universal guideline for the score across offices, nor is there a universal process regarding how to judge the test.
In most offices, they judge your application together with the score from the test. They then try to assess how strong your overall profile is versus that of the other applicants they have in the pipeline.
Best,
Cristian
Hi,
If you are talking about quantitative/logical tests like the BCG quant test / PST etc - then yes there is a ‘passing mark’.
You are right that they do use this as a filtering tool. Essentially the challenge with just a CV is that, people can appear good on CV but not really have the skills needed. So these tests came up as a way to perform a first filter on candidates before getting consultants to interview them.
