149: Why To Bring Energy To The Interview
Lots of candidates leave it to the interviewer to determine the energy levels, tone and mood of the call. That is a bad idea. In our experience, the best candidates always bring a light mood to interviews. Seriousness, can hurt you as it is confused for anxiousness. Delegating the mood to the interview is bad idea since it means the energy of the case will be largely out of your control. Moreover, unless you practice controlling the energy, it is unlikely you will have this skill to deploy in the case interview itself.
10 Aug 20135min
148: Making sexist comments in interviews
Due to culture, tradition and even good intentions, candidates make sexist remarks. Sometimes, a very innocent remark may come across as sexist. This podcast examines some the incidences we have encountered which have hurt candidates in cases. It is wise to think about your own inadvertent sexist behavior.
4 Aug 20132min
147: McKinsey, Bain, BCG Johannesburg
This extremely detailed podcast offers advice and information on the rise of Sub-Saharan offices – Nigeria and South Africa, the rise of African candidates, types of work done in these offices, the interview process and challenges faced by candidates, key partners, key clients, significant projects, hiring strategies, recruiting firms used, expatriate strategies and more. It is one of several detailed office podcasts we have released for the English-speaking offices.
29 Jul 201339min
146: Estimation Sensitivities During Calculations
This podcast looks at how to make estimations when calculating smaller values or working with enclosed spaces like restaurants, the importance of sensitivity analyses and a new limitation of demand-driven cases. This is a very important technique which can significantly improve accuracy and efficiency in case math.
23 Jul 20134min
145: Too Junior For a Partner Meeting
Last week, an associate we placed at BCG emailed with a dilemma. A senior partner and managing director of the firm was visiting her office and she wanted to meet him. Her colleagues told her to forget about it as she was too junior to warrant his attention. Her peers who gave her this advice may have a few years at BCG but they clearly do not understand the culture of the firm at all. Senior partners always make time for consultants and are always looking to meet young and enthusiastic new employees. Giving the strict vetting process, when you join you are merely a young leader, never a young person. This podcast explains my views on this as a former partner.
17 Jul 20133min
144: Guidelines When Seeking Help In Case Interviews
Going into interviews aspiring consultants will be relying an a huge number of people for help: peers, classmates, consulting alumni, consultants, career counselors etc. This podcast offers some simple suggestions on how to seek and use help without hurting your relationships in the long-term.
11 Jul 20136min
142: Barter System in Cases To Ask for Information
A steep hurdle for many candidates is knowing how and when to ask for information / advice from an interviewer. To help our candidates, we developed the barter system / concept to fix this problem using a very simple technique. As explained in the podcast, the concept requires the candidate to first offer the interviewer their thoughts/ideas before asking for anything more. This ensures the candidate does not fall into the trap of asking for information without offering anything in return.
5 Jul 20133min
141: Damaging Resume Cliches Across Firms
Editing out cliches from Deloitte and Accenture resumes tends to take up the majority of time when we work with candidates from these firms, and the other accounting firms like PWC, E&Y and KPMG. Typically, when we start the editing sessions, it is very difficult for the client to see how vague and misleading their resume really is. This podcast explains this concept and can be used to edit your own resume.
29 Jun 201312min
