189: Case Interview Females

We have worked with over 700 case interview coaching clients and that rises to over 800 if you include active clients. We have kept meticulous records on each client. Searching for correlations/patterns/trends within that database has opened up an entirely new way to assess and guide clients. Client behaviour and attributes we had previously considered unimportant takes on a whole new meaning when run through the model. We use this model extensively at Firmsconsulting. In this podcast we discuss just a few insights from the database. We wonder why consulting firms are not doing the same? SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn FOR MORE DETAILS ON HOW TO PREPARE FOR CASE INTERVIEWS OR HOW TO CONDUCT STRATEGY, OPERATIONS OR IMPLEMENTATION CONSULTING STUDIES REFER TO THE FIRMSCONSULTING ORIGINAL TRAINING PROGRAMS.

2 Helmi 201614min

In this podcast, and related article, we discuss a common mistake candidates make. They assume because a consultant has a reputation for being a good consultant they will make a great case interview practice partner or an effective case interview coach. This is very far from the truth. Teaching is a skill. Great expertise at doing x does not at all imply great teaching skills for x. We see this most clearly in sports and even universities. The greatest sports coaches may have been good at the sport in their youth, but they were rarely the stars. The same applies in universities, the greatest researchers are often poor teachers. Picking a good consultant to be your case interview coach offers superficial comfort, but often does not help you much. SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

26 Tammi 20165min

This podcast is based on an interaction I had recently, over email, with a student. The student made critical mistakes in handling the interaction. By listening to this podcast you can avoid them and network better with partners. This is a great example of how to not ask a partner for help. The reality is that if he were simply less pushy, more attentive and respectful, I would have certainly have helped him. SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

19 Tammi 20167min

We receive many emails with questions about how to be productive. In this podcast, which builds on other points about this topic we have previously made, we discuss 6 other areas to consider. (1) Time management, (2) Managing obstacles, (3) 90% rule, (4) When to work, (5) Focus and (6) Why to work. Point 6 is particularly important. Many of the things we do at Firmsconsulting are never started with the intention to generate profits, and some never will. We maintain 3 iTunes channels, more than most firms, and we do it because we enjoy it and want to share our vast knowledge as partners. That is one of the most important lessons, which we will discuss today. SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

12 Tammi 201622min

When I was an associate and had just joined the firm from a boutique firm, many of my colleagues from the boutique firm were also looking for new roles. Some of them were outstanding and others were terrible. Shortly after I joined the firm it was announced that some of the terrible consultants had been made offers to join the firm.  In this podcast I explain why I resigned, how the firm reacted and what both actions tell us about how we should make career choices.  It is never ever about the money. If you choose money in the short-term, you will be less wealthy in the long-term, and vice-versa.​ SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

15 Joulu 201513min

Have you ever applied to a firm that wants you to interview with 7 to 12 people? They will tell you this is because they are careful or because everyone must have a say in the decision. None of that is true. In this podcast we explain why the need for multiple interviews is a symptom of a firm that does not know what it wants and therefore cannot make a decision. Increasing the number of interviewers simply removes the accountability from any one person for making a decision, because, with no clear guidelines, no one can or wants to make a decision. It is easier to be part of 12 people making a decision versus being the sole arbiter whom will be accountable. No one wants that burden when the goalposts keep moving.​ SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

8 Joulu 20156min

When Booz was acquired by PwC, many consultants joined rival firms. BCG Middle East was a major recipient of Booz employees. In this podcast we explain a promotion tenure limit imposed by the BCG Middle East practice, which we believe was driven by the hiring of so many Booz consultants, and, with greatest respect to BCG, hurts the firm and its culture. We discuss the policy, why it defeats the principle of demonstrated competency and why it implies that BCG Middle East values the opinions of another firm disproportionately. We feel this policy should change. SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

1 Joulu 20157min

Too many clients panic when they are managed out of McKinsey, BCG or Bain. They assume the worst and imagine a tattered reputation. This could not be further from the truth. In this podcast we explain why it is in McKinsey’s and BCG’s best interest to never disclose you were managed out. It is part of their business models that the market never knows you may have been the world’s most ridiculous consultant. So, if you are being managed out, relax.​ You will be ok. SIGN UP FOR EMAIL UPDATES HERE & RECEIVE FREE CASE INTERVIEW TRAINING COME HANG OUT WITH US: Facebook / Twitter / LinkedIn

24 Marras 20156min