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While the book does not provide specific examples of successful consultants, it emphasizes the importance of using a consistent, repeatable process in case interviews. This approach is preferred by interviewers as it is easier to coach for speed than to improve accuracy. The book suggests that candidates who employ such a method are more likely to behave like consultants, which is a desirable trait for firms.
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To land a job at a top-tier consulting firm is 10 times harder than to get accepted to Harvard. There are, however, smart ways to crack the case inter...
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Recruiters seek candidates who already behave like consultants. Consultants speak for the firm when they engage with a client. Therefore, firms want candidates who pick their words carefully and can factually back every single statement. Besides great analytical and problem-solving skills demonstration, candidates must be able to present their conclusions in a client-friendly manner. This is because clients only accept the recommendations that they can understand. Often, interpersonal skills make the difference between a job offer and a final-round rejection. Interviewers prefer slower candidates who employ a consistent, repeatable process over faster ones who use unrepeatable methods. It is easier to coach for speed, but difficult to improve accuracy. The case interview closely simulates the everyday experience of a consultant's job. Case interviews involve estimation questions because clients ask them every day. If a candidate doesn't enjoy the interview preparation process, chances...
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