Tests Case Interviews How to Do Well v1
description
Transcript of Tests Case Interviews How to Do Well v1
-
5/28/2018 Tests Case Interviews How to Do Well v1
1/57
Tests & Case Interviews How to do well?
Deloitte Business Consulting A/S
Michael Holst, HR Leader
March 2010
Copenhagen, May 2009
-
5/28/2018 Tests Case Interviews How to Do Well v1
2/57
- 1 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
3/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 2 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
4/57
Why assess candidates?
The best way to ascertain whether or not a person will be a success in a specific job is to hire them
This however is expensive, inefficient and unethical (to much hiring and firing)
In economies where salary costs are low and legal protection of employees is minimal, there will be less of a tendency
towards using complex assessments
A candidate, straight from school will cost a company 50.000 kroner in direct and indirect costs, before he/she even walks
through the door. Add another 9-12 months before the person is actually adding value to the business (at an average of
about 35.000 pr month + pension + training) and youve got a huge cost
Assessment is important because it saves money by reducing the margin of error
- 3 -
Assessing candidates by different means is essential in recruiting
The more data points you have the better your selection criteria
As a recruiter the only thing you want is an indication of a candidates potential for job success
Basically:Is he/she going to be good at the job / right for the job in the companies culture?
-
5/28/2018 Tests Case Interviews How to Do Well v1
5/57
What are we not going to do today?
We are not going to go in depth with every single type of assessment available
We are not going to delve into the empirical evidence that supports the use of tests
- 4 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
6/57
What are we going to do today?
We are going to see how a recruiter approaches a CV and grades
We are going to give you a chance to try a logical test and we will explain what we use it for
We are going to give you an example of a personality profile. We will match it to a position and we will show you
what thought processes we will go through on the other side of the table. Our thought processes are relevant to
you If you know the question, you can better prepare your answer
Basically:For the next couple of hours you will get to see how the company thinks from their side of the
table
- 5 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
7/57
How do we assess candidates?
Logical/Analytical test
CV / Experiences Cases
Education
- 6 -
Personality Profile analysis
Grades / Marks Structured interview
References
-
5/28/2018 Tests Case Interviews How to Do Well v1
8/57
Agenda
Why and how to assess candidates
Three candidates
The CV
- 7 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
9/57
Today, we have three candidates applying for a position
Lets follow them today
Today we are going to follow three candidates
- 8 -
through the screening process
-
5/28/2018 Tests Case Interviews How to Do Well v1
10/57
Today, we have three candidates applying for a position
Lets follow them today
I picked three CVs that I actually would invite
- 9 -
for an interview for the position they stated
-
5/28/2018 Tests Case Interviews How to Do Well v1
11/57
Today, we have three candidates applying for a position
Lets follow them today
- 10 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
12/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 11 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
13/57
The CV. Example 1
Position applied for: Management consulting
Does the CV meet the minimum requirements?
Masters degree
GPA in top 10-15%
Education related student job
International studies
No spelling mistakes
- 12 -
enera mpress ons
Nice layout but very Marketing and advertising style (Several
colours, fonts etc). Is the CV signalling a flamboyant and creative
person? Consulting CVs tend to be more conservative.
With a CV like this you are gambling a little because you are
sending a signal about your personality. Some may love it. Some
may hate it.
Why the separate box with freelancing? Logic and structure.
Things to find out at the interview
Can he/she add and subtract (numerical skills)?
Focus? Strategy og communications? What kind of consulting
would he/she be interested in?
Is this person driven by theory or practice?
More of a creative & starter type person?
-
5/28/2018 Tests Case Interviews How to Do Well v1
14/57
The CV. Example 2
Position applied for: Management consulting or
graduate programme
Does the CV meet the minimum requirements?
Masters degree
GPA in top 10-15%
Education related student job
International studies. Voluntary work
No spelling mistakes
- 13 -
General Impressions
Classic CV
Lots and lots of text. (Typical HRM CV). Can be tiring to read but
not atypical for an HRM background
Things to find out at the interview
If management consulting Numerical skills
If graduate Why not HRM?
Written communication and ability to structure thoughts
-
5/28/2018 Tests Case Interviews How to Do Well v1
15/57
The CV. Example 3
Position applied for: Management consulting
Does the CV meet the minimum requirements?
Masters degree
GPA in top 10-15%
Education related student job
International studies
Voluntary work
No s ellin mistakes
- 14 -
General Impressions
Short and to the point. Typical finance CV (with an american twist)
A little cramped. Can be tiring on the eyes
Things to find out at the interview
Probably competitive and skilled. Can he/she work with others?
Ambitions and willingness to start from the bottom
-
5/28/2018 Tests Case Interviews How to Do Well v1
16/57
30 seconds is all you have
80% of all cvs are rejected within about 30 seconds simply because they do not meet the
minimum requirements Make sure you have
the required degree and the required language skills
the other minimum requirements
spell and grammar checked the entire CV
that the layout is logical and well structured
If you make it past the initial screening another 30 seconds will be spent checking GPA (Dont forget to send them, no matter the hassle)
Study related work
30
seconds
30
80% are
rejected at
this stage
80% of the
- 15 -
Voluntary work
International experience (sometimes)
Extracurricular activities
If you are borderline but the hiring manager for some reasons likes you, he will read the
application and it may tip the scale in your favour Makes sure that your application matches your CV.
They should compliment each other and overlap
The applications goal is to emphasise details
about you that are not completely clear in the CV
Do not use a standardised application!
seconds
10
minutes
rejected
1-2 special
cases will
make it
into thepile
-
5/28/2018 Tests Case Interviews How to Do Well v1
17/57
How do we assess candidates?
Logical/Analytical test
CV / Experiences Cases
Education
- 16 -
Personality Profile analysis
Grades / Marks Structured interview
References
-
5/28/2018 Tests Case Interviews How to Do Well v1
18/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 17 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
19/57
Case number 1
How much does a boeing 747 weigh?
Heres the things you should consider:
Is it a passenger plane or a transport jumbo?
Is it loaded or unloaded?
Is is including or excluding fuel?
The test is used to see how you work under pressure
Can you structure your thoughts quickly?
Most of the time they dont worry much about the answer
(though it does help getting it right)
- 18 -
How do you go about solving it?
How long is the plane?
How high?
How much does 1 meter of steel weigh?
How many seats?
What does a typical chair weigh?
at t ey want you to o s or you to emonstrate ow youwould solve the problem in a logical and structured way
Can you
deconstruct the problem into smaller components,
make the right assumptions
ask the right questions at the right time
Other questions:
What is the market for washing machines in Denmark?
How many M&Ms can you fit in this jar?
-
5/28/2018 Tests Case Interviews How to Do Well v1
20/57
Case 2 Your turn
You will be given a case.
Together with the person next to you, prepare a short presentation that gives your solution the case
You have approximately 10 minutes
Be prepared to be picked to present your solution to the audience using the chalk board (It would be a good ideato write down your approach on a piece of paper so you can transfer it quickly to the chalk board)
- 19 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
21/57
Case 2 Your turn
The Client X is experiencing difficulties in attracting and hiring experienced clinicians with specificskill sets. Several critical positions remain unfilled after several months of reviewing internalcandidates and being posted on the Client Xs website.
Many are concerned that the looming talent shortage in Canada has already begun to affect theHealthcare sector and particularly Mental Health. Additionally, others feel that recruitment poolmay be further narrowed because the recruitment strategy focuses on candidates currentlylocated Location X and does not target new graduates.
Uncertain of how to better address the situation, you have been brought together to generate newideas to tackle the problem for the Client X and help refocus its recruiting plan for the next 2
- 20 -
years.
Identify the challenges that the client is faced with and provide solutions to them
-
5/28/2018 Tests Case Interviews How to Do Well v1
22/57
Case 2 What the recruiter was looking for
1 Assumptions What assumptions were made? Is the reasoning solid?
2 Structure Was the solution presented in a logical way?
3 Logic Was there a clear logical approach?
4 Were the questions answered?
5 Apart from the basic result, what else impressed you?
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
- 21 -
Define theProblem
FilterInformation
SegmentProblem
Select anApproach
GenerateIdeas
Select aSolution
Correctly identify
and understand
the problem
Risk of solving
the problembefore it is well
understood
Filter out only
useful information
Risk of not
enough time,resources or tools
to solve complex
problems
Determine
approach to use
to solve root
problem
Risk of applying
inappropriateproblem solving
approach
Develop list of
possible
solutions for a
given problem
Risk of ineffective
management ofgroup diversity
Break issue into
smaller,
manageable
pieces
Risk of not
probing deepenough to identify
root causes of
the problem
Develop list of
possible solutions
Risk of poorly
defined criteriaand/ or no use of
criteria to select
solution
-
5/28/2018 Tests Case Interviews How to Do Well v1
23/57
Cases in general
Cases can be very simple logical tests as in example one
They can be broader and may touch on subjects outside of your comfort zone. These are generally used to test
your analytical skills
They can be focused on your educational background (Finance case for a finance student) to test your mastery
of matters within your comfort zone
Some require you to prepare the presentation from home. If so make sure you take your time in solving the case.
Solve the case yourself, but do not be afraid to ask other people for input Thats what you would do in the real
world
- 22 -
If you are going for a management consulting og graduate program Expect the cases to be outside of your
comfort zone
How to do well:
Find cases online
Practice with friends / fellow students
Read Barbara Minto The Pyramid Principle
Learn powerpoint
When asked at the interview dont answer straight away. Take time to gather your thoughts and dont be afraid to ask
questions
-
5/28/2018 Tests Case Interviews How to Do Well v1
24/57
How do we assess candidates?
Logical/Analytical test
CV / Experiences Cases
Education
- 23 -
Personality Profile analysis
Grades / Marks Structured interview
References
-
5/28/2018 Tests Case Interviews How to Do Well v1
25/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 24 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
26/57
Logical / Analytical test
No
Management consulting firms and graduate programs will as a
minimum be looking for people with high precision and a
general score on the top 40th percentile (depends on the test)
Some firms will require a minimum of top 20th percentile
Is there a right score?
- 25 -
It is not an IQ test
The test assesses
your preferences (numerical vs. verbal)
your precision
your results relative to other people with a similar degree
,important to see how he/she performs when outside his or her
comfort zone. Higher scores usually give an indication of how
quickly a person adapts to being outside his/her comfort zone
Generally we are looking for a score that correlates well with
the indications given by GPA and the case
The logical test carries the least weight in the interview (about
5% of the total evaluation).
-
5/28/2018 Tests Case Interviews How to Do Well v1
27/57
Logical / Analytical test Candidate 1
All systems go
As expected from the CV, there is a higher preference
for working with verbal analysis than there is for
numerical analysis
If numerical skills are extremely important a case will
be given that emphasises numerical skills
At the interview we will try to ascertain general interest
for numerical anal sis however for a consultin
- 26 -
position focusing on HR / org & change its not really
an issue.
For at strategy consultant it is something we would
want to delve into further
-
5/28/2018 Tests Case Interviews How to Do Well v1
28/57
Logical / Analytical test Candidate 2
In general a good score and nothing that sends a
signal of dont hire
Basically all systems go
This candidate has a background from a soft / non-
math masters program. As a management consultant
you cannot avoid working with excel and numbers at
some point. I wonder He/She can do it, but does
he/she want to?
- 27 -
My hypothesis goes towards looking for specific
interests and motivations and less about skills
-
5/28/2018 Tests Case Interviews How to Do Well v1
29/57
Logical / Analytical test Candidate 3
Very high scores on all aspects
The score correlates well with GPA for this candidat
so we essentially have to good datapoints
This person will most likely find most types of in depth
analysis work very easy
As a recruiter I am curious as to whether or not he/she
easily gets bored?
- 28 -
The CV is excellent as is the test. When I have the
personality test at the interview I will be very
interested to see how he/she presents him/herself
I have some hypothesese I want to delve into at the
interview
Confidence vs arrogance
Ability to work with others in a team
Social skills ability to understand other people
-
5/28/2018 Tests Case Interviews How to Do Well v1
30/57
Logical / Analytical test How to do well
Dont expect your score to move a lot, but you can move the score a little
Practice, practice, practice
Fun, fun, fun:
Der rechen koenig quiz: http://www.news.at/nw2/dyn/60/mioquiz_mathe/index.html
http://www.mensa.org/workout2.php
Scrabble
- 29 -
Read a book (Harry Potter even)
-
5/28/2018 Tests Case Interviews How to Do Well v1
31/57
How do we assess candidates?
Logical/Analytical test
CV / Experiences Cases
Education
- 30 -
Personality Profile analysis
Grades / Marks Structured interview
References
-
5/28/2018 Tests Case Interviews How to Do Well v1
32/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 31 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
33/57
Personality profile analysis There are many ways to get the same job done
- 32 -
Highly agressivePower based
Superb on clay court
Emphasis on extreme speed, fitness and
power
Prone to injury
Perfection, precision and finesseFew mistakes
Has trouble with power games
Up til 2007, known for a weak psyche Not
good at coming from behind
-
5/28/2018 Tests Case Interviews How to Do Well v1
34/57
Personality profile analysis - Me
Ambitious Need an environment where praise and
performance thrivesStrives to do deliver excellent results
Actively seeks leadership role Will take up a lot of spaceSet direction and will motivate
Pragmatic May let deadlines slip in favour of getting
people on board
Appreciates the value of proces. Good at
managing change
Creative. Full of ideas Not particularly inclined to follow rulesGood at finding alternative solutions
Sees this event as a brandin o ortunit
Behaviour & Motivation WeaknessStrength
- 33 -
trateg c approac Got bored while writing this presentationfor Deloitte
Very confident Very difficult to move once Ive made up my
mind
Good at making people feel secure and
supported
Inclined to give direct feedback People that dont know me will feel that I am
heartless when giving feedback
Feedback is appreciated and honesty is
valued
Warms slowly to other people Can seem distant and closed when first you
meet me
Close colleagues are 100% allies and can
trust me 100%
Considerate of others May sometimes set aside the larger
business goalCharming. Warm in difficult situations
Strong sense of conviction Needs a management that does not equate
challenge to disloyalty
Unafraid of challenging management in their
beliefs
-
5/28/2018 Tests Case Interviews How to Do Well v1
35/57
Personality profile analysis
A personality profile is a questionnaire designed to map a candidates preferred style of behaviour in a work
situation
It is not an in depth psychological profile of a persons inner thoughts and/or demons..
It focuses on preferred behaviour and preferred styles
Depending on the position the company will have some general ideas as to what behaviour best suits the
position
The profile consists of anything from 8 to 128 factors (ie detail orientation, extroversion, selling behaviour,
- 34 -
networking behaviour, strategic orientation, planning, etc.)
Usually the company will be looking for one or two must have in the profile
Apart from that anything goes. The profile will be used to uncover your general style of work and how that will match the
position, the team fit and the culture of company
Be aware that any strength usually has an equal and opposite weakness If you love planning, you probably
hate spontaneity.
You cant do well when answering the profile
You can however prepare for the interview
-
5/28/2018 Tests Case Interviews How to Do Well v1
36/57
Personality profile analysis
In general this candidate has been very positive rating
him/herself. This candidate has given a picture of
himself/herself which is more positive than most people. As arecruiter I need to be aware of this. Possible reasons could be
The candidate is trying to manipulate the test and give an indication
of what he/she thinks the company wants to hear
The candidate does not know him/herself that well and overrates
own competencies
This candidate is very, very confident
Some other details I note
- 35 -
The test score is compared to a norm group a statistical norm
of people with a similar background to the candidate. In general
your test will be compared to
Other people with a masters degree
People with the same cultural background as yourself (danes with
danes, germans with germans, etc.) The reason for this is simple
Culture has significant impact on the way a questionnaire is
answered: A Japanese person would most likely answer the
question Hierarchy is important very differently from a Dane.
For graduates the result needs to be taken with a grain of salt.
We are analysing behaviour in a work situation. School is NOT
a work situation, in this context
First of all the test gives the interviewer an idea of how the
candidate has answered the questions
There are more indications that the candidate may be trying to give
an indication of what he/she thinks is expected rather than actual
skills
There are indications that the candidate hasnt been particularly
critical of own strengths and weaknesses
Not unusual for a graduate there is a difference between
perception of motivation and talent. He/she is not completely
aligned with these two factors
Basically this page gives me some ideas and theories that I
have have to test in the interview
This candidate will be put under a tougher screening to get into
the core of what he/she is good and not good at
-
5/28/2018 Tests Case Interviews How to Do Well v1
37/57
Personality profile analysis
Resilient (confidence, nerves, upset people)
Working in HR and firing people you need to have thicker skin
Nerves arent in itself an issue
Flexible (optimism, change, feedback)
Consultants and Grad need to be open to change. They are often
first movers and willing to listen but it is important that they are not
What will I be looking for?
- 36 -
totally restless and cant focus on completing work
Supportive (empathy, interest, consideration)
Consultants and Grad are not touchy feely but when working with
different people some degree of empathy is important
This is important depending on the business
Finance people are usually low on this score. HR and
communications people are often high
-
5/28/2018 Tests Case Interviews How to Do Well v1
38/57
Personality profile analysis
As expected Candidate 3 indicates a very high level of self
confidence. Again, I will be looking for indicators of arrogance
or problems with interacting with others
Their approach to other people is very different
Candidate 1&3 indicate Less considerate than others where
candidate 2 indicates Extremely considerate towards others
What about the candidates?C1
C
- 37 -
Very typical CBS profile (confident, team, optimistic)
Lets assume that test is a true representation of the
candidates
Candidate 3 is probably the sm artest candidate, but also the
candidate with the weakest empathetic skills.
Candidate 2 has an excellent HR profile and a good consulting
profile.
Candidate 3 would fit excellently in a finance department from a
social standpoint but from an ambition and intellect standpoint thereare som issues we need to uncover at the interview. To busy
working for the promotion and not working with others?
Lack of empathy and consideration for others is not a good
consulting trait especially if youre working with operational
consulting. For strategy consulting its not as important but weve
got pros and cons.
2
C
3
-
5/28/2018 Tests Case Interviews How to Do Well v1
39/57
Personality profile analysis
Evaluative (analysis, writing, numbers)
In general a graduate or management consultant should have som
interest in analysing
Numerical data and data are more important for a strategy
consultant than an HR consultant but generally its important
Investigative (learning new, learning speed, improving)
What will I be looking for?
- 38 -
Can be anywhere on the line. Curiosity is important but too muchcan indicate restlessnes and boredom. Early in your career its not
that important where you are
Imaginative (ideas, concepts, strategy)
Straight from school strategy is not as important. When you become
a leader its important so this may say something about potential,
but for now its not important and may even be a down side in the
short term
-
5/28/2018 Tests Case Interviews How to Do Well v1
40/57
Personality profile analysis
Candidate 3
Remember the GPA & test? Excellent
Remember my hypothesis: As a recruiter I am curious as to whether
or not he/she easily gets bored?
The test indicates a split. Something indicates that he/she enjoys
analysing data as much as others but something indicates that its
probably a bit boring for this person. Clearly more indications that
What about the candidates?
C
1
C
- 39 -
he/she bores easily. The first years as a management consultantare very analysis intensive. This candidate may
1. be high maintenance
2. not be patient enough and wants to get to the next level
We can probably assume that he/she can do it but is that attitude
going to be a hindrance?
Same indication with wanting to learn new things.
Candidate 1
Clearly the person in the group that enjoys delving deep into aproblem more than the others
Also the one with the most creative and strategic approach
Probably full of ideas whereas the others are slightly more
conventional in their approach
What am I looking for in the short term and the long term?
2
C
3
-
5/28/2018 Tests Case Interviews How to Do Well v1
41/57
Personality profile analysis
Sociable (lively, centre of attention)
Either way works. If youre going to work in sales, theres a clear
preference but otherwise not so important
If youre going to work alone in a department having a big need to
be the center of attention can be an issue
Impactful (persuasive, presentations, conflict)
What will I be looking for?
- 40 -
This can be a deal breaker. Sales and purchasing people tend to behigh on the scale
Consultants are generally milder They consultant They dont tell
you what to do
Assertive (decisions, leader, motivating)
Not important in the short term. Over time will become important.
Straight from school the interviewer will take the answer with a
pinch of salt. You dont know yourself yet.
-
5/28/2018 Tests Case Interviews How to Do Well v1
42/57
Personality profile analysis
Candidate 1+2 indicates a very sociable, friendly and open
personality. Remember the CV of C2?
Committee member of CEMS
Organiser of a study trip
Mentor and Buddy
Helper & speaker
What about the candidates?
C
1
- 41 -
Clearly C2 is sociable. Will probably be very active in activities
in the company that are not just work related. Probably a
culture builder
C2 not a big fan of making big decisions. At the entry level
thats not important. Somebody else is the boss but there are a
couple of things Im curious about
Is this person generally a consensus seeker (Lets talk and talk and
talk until we reach agreement)?
What does this candidate do when difficult decisions need to be
made? Procrastinate, avoid decision, seeks help from above or
seeks consensus? No approach is wrong Depends on the role
C3 is clearly orientated towards a leadership role whereas the
others at this point in their careers are more inclined to leave
big decisions to others
2
C
3
-
5/28/2018 Tests Case Interviews How to Do Well v1
43/57
Personality profile analysis
Conscientious (deadlines, details and rules)
Deadlines are important, but some flexibility will be required
Depends on the job and the company Auditing: Deadlines and
rules are a must. Consulting: Deadlines are a must. Strict
adherence to rules not as much
Structured (organising, planning, pace)
What will I be looking for?
- 42 -
You can learn to be organised.
Planning is im portant in generalt however it is not always the most
important approach. Some people can work well without plans it
makes them more adaptable
Driven (making happen, opportunities, results)
Anywhere is fine. However ambition will often be seen as a good
thing depending on the interaction with other factors
-
5/28/2018 Tests Case Interviews How to Do Well v1
44/57
Personality profile analysis
Candidate 3 has relatively little focus on making sure detail is
right. Lets analyse
Excellent grades. High score on test. Moderate interest in analysing
data. Very high self confidence.
What could be a workable hypothesis that we need to test at the
interview?
Does the hi h confidence and less interest in dataanal sis result in
What about the candidates?
C
1
C
- 43 -
some work not being done well enough? What gets missed? Whatdetails are lost? Whats important? Whats not?
Less inclined to follow rules
Not a bad thing. Depends on the company. Some consulting
companies have very strict rules, systems and methods. Others are
more flexible. It depends on the situation
Candidate 1 Less emphasis on meeting deadlines + Less
inclined to follow rules + very good at making things happen
C1 was also high on Generates ideas, Creating concepts
Can that creativity be channelled into a structured setting with clear
goals, milestones, deadlines and predefined methods? Will that be
too restrictice for C1?
2
C
3
-
5/28/2018 Tests Case Interviews How to Do Well v1
45/57
No candidate is perfect
Strong CV and good grades Good test resultats but as expected
less strong on numerical analysis
Personality profile indicates a person
that functions well outside of a group
Very orientated towards developing
concepts
Inclined to developing strategies
Good at making things happen
Less emphasis on deadlines
All round good performer Strong interpersonal skills and good
level of empathy
Will work will in difficult situations with
others
Possibly a strong facilitator
Will definitely add to the business from
a social perspective culture builder
Superb CV, GPA and test scores Might bore easily with the
requirements in a graduate consultant
position
Confidence might sometimes affect
quality of work
Extremely structured and organised
Can the company challenge this
person in the short term?
Candidate 1 Candidate 2 Candidate 3
- 44 -
ess organ se an mos
Good fit for HR & process consulting,
with emphasis on facilitation and client
interaction
Needs some freedom to conceptualise
and have own space may find some
firms restrictive
Good fit for most consulting firms
Highest chance of succes is most
most likely in proces consulting (HR,
Lean, SCM, BPM, Implementation)
Clearly a classic hard core Mgt
consultant. Less proces consulting
and more strategy
Could also work well in a markets
department
Will require some level of close
management.
Very good long term consulting profile
Sales/ market development/
relationship building
Implement, PA, Right, Novo Nordisk
would be a good fit
Excellent HR profile and also good
proces consultant profile
Deloitte, PA, Novo, Carlsberg
In the long term, clearly needs to
develop relationship and sales skills
as this is essential in consulting
Deloitte, McKinsey, Booz, Boston
-
5/28/2018 Tests Case Interviews How to Do Well v1
46/57
Personality profile analysis How to do well
Rule number one of the recruiter: If in doubt, leave out
Be honest We will know
Dont assume you know what were looking for. Show your true self
If we doubt what we see we will leave you out
We dont take the test at face value. In the interview we will be looking for specific examples of ACTUAL
behaviour where you have demonstrated your true behaviour
If the test indicates something that you dont agree with, be polite and give ACTUAL examples of situations that
- 45 -
indicate what you believe to be a more accurate representation of your behaviour
You will be asked questions to ascertain your behaviour in a work situation
Prepare answers based on true life experiences that you have had
Before the interview you should prepare actual examples of situations that you have been in. Read the job ad. It will have an
indication of what is important to them
Prepare more than one example
-
5/28/2018 Tests Case Interviews How to Do Well v1
47/57
Personality profile analysis How to do well (2)
To assess your coordination and planning skills we might ask
Describe a situation where you had to coordinate part of a project with info from several other people. What did you do? Howdid you do it?
To assess your handling of difficult situations
Describe a situation where you were confronted with a colleague that was not pulling his or her weight. What did you do?
How?
To assess your approach to creativity
- 46 -
escr e a s tuat on w ere your oss as e you to come up w t a new ea or a pro uct or concept . at you oHow did you present it?
-
5/28/2018 Tests Case Interviews How to Do Well v1
48/57
Personality profile analysis How to do well (3)
Take the test on jobindex.dk Based on your answers, prepare answers for the questions that you would ask
Try this practice test - http://practicetests.cubiks.com/
Try these practice tests - http://www.shldirect.com/practice_tests.html
Its tempting to try to answer what you think a company is looking for DONT!
Give a true representation of your personality and PREPARE your answers/examples thoroughly
- 47 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
49/57
Personality profile analysis How to do well (4)
Ask your boss, some study mates and some work colleagues to answer the following questions about you (Ask
people that know you in a work situation)
What traits are my strongest?
What traits are my weakest?
What do you think motivates me? What values and interests mean most?
What do you think are my goals personally and career?
What would make it difficult for me to reach my goals?
- 48 -
What goals should I strive towards reaching?
10 words that describe me
-
5/28/2018 Tests Case Interviews How to Do Well v1
50/57
Agenda
Why and how to assess candidates
Three candidates: Lets see how they do...
The CV
- 49 -
The logical / analytical test
The Personality profile analysis
Summary
-
5/28/2018 Tests Case Interviews How to Do Well v1
51/57
How do we assess candidates?
Logical/Analytical test
CV / Experiences Cases
Education
- 50 -
Personality Profile analysis
Grades / Marks Structured interview
References
-
5/28/2018 Tests Case Interviews How to Do Well v1
52/57
- 51 -
. .
-
5/28/2018 Tests Case Interviews How to Do Well v1
53/57
- 52 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
54/57
- 53 -
-
5/28/2018 Tests Case Interviews How to Do Well v1
55/57
but the ones that consistently impress me at the
- 54 -
interview
-
5/28/2018 Tests Case Interviews How to Do Well v1
56/57
are the ones that dont wing it but actually
- 55 -
prepare for the interview
-
5/28/2018 Tests Case Interviews How to Do Well v1
57/57
The reason you came How to do well?
Be honest
Practice
Prepare
Thats it. 90% of people dont. If you do, you will be significantly ahead of the curve.