Accenture: An insider guide - Gymkhana
Accenture: An insider guide - Gymkhana Accenture: An insider guide - Gymkhana
“I would suggest that you pick a few examples out of your life where you have demonstrated these characteristics,” advises the insider. Don’t be afraid to give examples of leadership qualities the firm prides itself on. “They are looking for people who are very driven and who take charge of a situation when necessary.” The process for interviewing strategy candidates is much like that for candidates in the service lines, but with one exception: Strategy candidates are also asked to analyze and describe their thought processes related to case studies. “We ask general, open-ended questions that ask a recruit to describe a situation from his or her recent past,” says an Accenture recruiter. “We believe in the premise that past performance is the best indicator of future performance. Therefore, we are trying to understand what a recruit did, knowing that people often handle things similarly when faced with like situations,” says the insider. Getting Hired Each service line at Accenture draws people from distinct educational backgrounds, though the firm does make exceptions. Human performance hires, for instance, are likely to have degrees in areas such as organizational design, organizational behavior, industrial or organizational psychology, instructional design, executive leadership, liberal arts, and business with an organizational development or human resources concentration. Solutions operations hires generally have degrees in industrial engineering, management information systems, computer information systems, math, economics, or business administration. The various tech-oriented service lines hire folks with degrees in things like computer science, electrical engineering, computer engineering, management information systems, computer information systems, math, economics, and business administration. 50
Undergraduates Accenture hires the bulk of entry-level undergrads from computer science or engineering programs, plus organizational management and economics. Students from “softer” disciplines can get jobs at Accenture, but human performance is probably the group most receptive to English majors and the like. For positions other than those in strategy, Accenture recruits at many schools; check with your recruiting center. MBAs Accenture hires a lot of MBAs—as well as other advanced-degree holders, such as PhDs, MDs, and JDs—and looks to programs far and wide to help fill its staffing needs. Compensation levels vary according to location and the candidate’s experience. Accenture recruits for strategy at such top MBA schools as Harvard, U.C. Berkeley, Wharton, University of Chicago, Stanford, Kellogg, and MIT Sloan. Midcareer Candidates Historically, Accenture has hired a substantial number of experienced people. These hires include some who have worked in industry and some who have worked for other consulting firms. If you don’t have a contact in the firm, the best bet is to contact the recruiting director at the office of your choice. In any case, you’ll want to think long and hard about how to show that you’re a good fit in Accenture’s famously strong culture. At this level, prepare to show how your specific technical or industry skills and knowledge match Accenture’s needs. Experienced candidates generally go through two rounds of interviews—a screening interview followed by a behavioral and skills-assessment interview— but the process is much less set in stone than it is for undergrads and MBAs. Getting Hired 51
- Page 5 and 6: Table of Contents Accenture at a Gl
- Page 7 and 8: Accenture at a Glance At a Glance H
- Page 9: Estimated Compensation, 2004 Underg
- Page 12 and 13: Overview The Company Accenture has
- Page 14 and 15: The Company With a brighter busines
- Page 16 and 17: Industry Position The Company Accen
- Page 18 and 19: Where MBAs Want to Work The Company
- Page 20 and 21: Nine service and solutions lines su
- Page 22 and 23: The Company Consultant teams do mos
- Page 24 and 25: Analysts On the Job Analysts at Acc
- Page 26 and 27: • Assess existing technology •
- Page 28 and 29: Consultants After a couple of years
- Page 30 and 31: A Day in the Life of a Strategy Con
- Page 32 and 33: Lifestyle and Hours Analysts and co
- Page 34 and 35: Culture Accenture is a company on t
- Page 36 and 37: Workplace Diversity Accenture has s
- Page 38 and 39: technology,” says one insider. An
- Page 40 and 41: Travel Most of Accenture’s work t
- Page 42 and 43: Vacation In September 2002, Accentu
- Page 44 and 45: usiness language, so cross-group (o
- Page 46 and 47: Opportunities for Undergraduates Un
- Page 48 and 49: valued properly,” adds the inside
- Page 50 and 51: it. They seem ready to spend a litt
- Page 52 and 53: Get Out and Mingle Almost from day
- Page 54 and 55: The Recruiting Process Accenture ha
- Page 58 and 59: Interviewing Tips After the first r
- Page 61 and 62: For Your Reference For Your Referen
- Page 63 and 64: For Further Study For Your Referenc
- Page 65 and 66: Et Cetera For Your Reference Recrui
- Page 67 and 68: WETFEET’S INSIDER GUIDE SERIES JO
- Page 69 and 70: Who We Are WetFeet is the trusted d
“I would suggest that you pick a few examples out of your life where you have<br />
demonstrated these characteristics,” advises the <strong>insider</strong>. Don’t be afraid to give<br />
examples of leadership qualities the firm prides itself on. “They are looking for<br />
people who are very driven and who take charge of a situation when necessary.”<br />
The process for interviewing strategy candidates is much like that for candidates<br />
in the service lines, but with one exception: Strategy candidates are also asked<br />
to analyze and describe their thought processes related to case studies.<br />
“We ask general, open-ended questions that ask a recruit to describe a situation<br />
from his or her recent past,” says an <strong>Accenture</strong> recruiter. “We believe in the<br />
premise that past performance is the best indicator of future performance.<br />
Therefore, we are trying to understand what a recruit did, knowing that people<br />
often handle things similarly when faced with like situations,” says the <strong>insider</strong>.<br />
Getting Hired<br />
Each service line at <strong>Accenture</strong> draws people from distinct educational backgrounds,<br />
though the firm does make exceptions. Human performance hires, for instance, are<br />
likely to have degrees in areas such as organizational design, organizational behavior,<br />
industrial or organizational psychology, instructional design, executive leadership,<br />
liberal arts, and business with an organizational development or human resources<br />
concentration. Solutions operations hires generally have degrees in industrial<br />
engineering, management information systems, computer information systems,<br />
math, economics, or business administration. The various tech-oriented service<br />
lines hire folks with degrees in things like computer science, electrical engineering,<br />
computer engineering, management information systems, computer information<br />
systems, math, economics, and business administration.<br />
50
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