| Topic Name: |
Accenture Interview Process |
| Message Name: |
Here is what I tell people... |
| Date Posted: |
03/22/2006 |
| In Reply To: |
I am currently interviewing with Accenture for a Consulting Opportunity in the GDE Group.
Regarding the Interviewing Process though, I was told that their will be 4 total interview sessions, of which so far the first 2 interviews (the Recruiter screening as well as the Technical Skills interview, both held over the phone) have been successfully completed. That said, right now I am awaiting the scheduling of the 3rd phone interview, which intended to be a Behavioral Interview. And if this is successful, then the 4th interview will be a face to face interview with a High level Executive of the firm. I was told that this would take place in Chicago as well, irrespective of where your local office is.
Having described the full process as it was mentioned to me above, I am seeking as much valuable insight from Current Accenture employees as possible on what to necessarily focus on during these final two interviews. What kinds of questions will they typically ask? Do they have some key buzz words that they'll typically look for from the candidates? (Note: This last one is ofcourse above and beyond my gather all fmailiarity about Accenture's History and current Business Models and Goals/Objectives.)
Any and all feedback will be gratefully appreciated. |
| Message: |
that I interview. Expect the senior execs to take the first bullet point of your most recent job, and then ask a barrage of detailed questions that drill-down and find out if you are full of BS or not. For example, if you say "led testing on a multi-million dollar IT engagement" expect execs to ask:
a) What software were you testing?
b) What challenges did you find?
c) How many people did you supervise?
d) Etc. Etc.
They will probe and probe and probe until you either hit a wall or establish credibility. It is easy to hit the wall. Even for experienced hires it is an effective and tough process.
My advice is to develop several detailed "case-studies" in your head based on past experiences. For example, the above testing scenario - be sure that you can answer everything and anything about such a task. These can be BS case-studies in that they are compendium of your past experiences and not a single project. But be sure to know in-depth the ins and outs of what you are being hired to do. To trip you, they will ask basic questions that are key to whatever "case-study" you are talking about.
Be careful mentioning names of past clients. For example, if you said you did aforementioned testing at HP - well, ACN has many projects going at HP. In fact, the senior exec interviewing you may be the HP lead partner. So be sure you can back up what you say.
I don't know if that applies for the entry level positions - just my experience when I do phone screens, etc. for experienced hires.
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