The Recruitment Process Management Consulting Aspirants Need To Undergo

Each management consulting firm follows its own recruiting process, but all of them have a common denominator – they hire the best candidate from the crowd. To do this, they employ a variety of tools to point out who can add additional strength to the organization. The process usually starts with the identification of manpower need and ends with the signing of employment contract. In between these points are the steps explained below.

Once the need for additional experts has been recognized, recruiters post advertisements on their website, social media accounts, newspaper and online job boards for dissemination. However, prestigious firms carry out an all-year round recruitment of candidates by conducting information sessions, sponsoring club activities, participating in career fairs and joining networking events. They even utilize their internship program in observing students who can adapt well to consulting responsibilities and work environment. These are considered a wise way of publicizing their services and at the same time spotting potential employees. Fortunately, most firms receive hundreds of cover letters and resumes per month as this industry is quite popular among recent graduates and experienced professionals.

Job application screening follows the step above. Due to lack of time, recruiters reject applications that are poorly written and structured. For a written marketing tool to catch attention, there are three things applicants must bear in mind. First, the application must be specifically tailored for this industry. It is different from the application to other companies because details on education, experience and other qualifications must be stated in a way relevant to the target firm. Second, skills, knowledge and abilities must be emphasized. This will make the document stand out in the crowd. Lastly, it must be free from typo errors, grammar mistakes and design nuisances.

Then, some firms administer tests to further weed out applicants who are not qualified for the job. The results tell the recruiters about the capability, skills and personality of the taker, the reason why it’s considered an effective tool. The test may be a combination of numerical, verbal, abstract or personality questions. Those who are selected for testing may call the firm’s Human Resources Department to ask some information about the test materials. Awareness can definitely help them be equipped for the challenge.

Hiring decisions can’t be made based on mere test results, though. For this reason, recruiters in this industry conduct two types of interview. The first one is called fit interview, and it may be done either in person or through a telephone call. This is the time when the recruiters get to know the applicants – their education, experience, interests, achievements and other relevant details. They also make use of behavioral questions to dig information on how applicants behaved in their previous job or at school. They also pose situational questions, a good strategy in knowing an applicant’s commitment, sociability, industriousness and reaction to stressful instances.

The other one is called case interview, something classic to management consulting. It begins with a presentation of a vague business case, and the inteviewee is asked to analyze it from various perspectives and to generate recommendations within 20 to 30 minutes. Most applicants spend their recruitment preparation in this aspect since it’s the most mind-boggling part. It calls for mastery of business cases, consulting frameworks, operational techniques and facing the interviewer confidently. Further, it is also the ultimate test of the interviewee’s analytical thinking, problem solving ability and communication skills. Applicants shortlisted for case interviews usually have to undergo this challenge one to three times on different days.

After the final interview comes the grueling waiting period. Applicants can only stretch their patience at this time since the hiring decision is something they have no control of. To maximize the time for waiting, they are encouraged to look for and work on other opportunities constantly. Since it’s a fact that people do not always get their dream jobs, it is a wise move to have back up plans.