Speaking to candidates, as I work in an Australia Recruitment Agency, in the last week has been an eye-opener for me!
It’s been over 3 months since Asha went on mat leave. Due to excessive amounts of caffeine I’m enjoying taking on her work and doing my best not to let her down!
Recently, I’ve been mostly working with senior candidates. So head-hunting less tenured candidates again has been interesting, especially in this market.
Senior strategy folks tend to be open-minded about the opportunities a specific role could bring them and curious about the broader market in general.
They see the value we bring long-term and build a relationship with us as that one role could change their lives.
They’re interested in the content of the roles, who they’ll be working with, what career options lie beyond the role and senior exposure available. All very important stuff to know!
Only then we have a conversation about salary.
By this time, we may have identified through the conversation, that this one role we had in mind may not meet their needs however we may have 3 others that do.
All of this can take as little as 15mins (caffeine dependant).
What’s surprised me in the last week is the number of more junior candidates who have responded to my approach with “how much will they pay me?”
Just that! 😲
This has really shocked me.
Whilst I understand the current economy means we all need to ensure we are being paid our worth, the lack of interest in the nuances of a role or more importantly the market holistically was concerning.
As experts in this space we;
a/ Know what market rates are
b/ Educate clients who are not aware of market rates to lift their bandings or lower expectations
c/ Don’t take on roles our candidates will not be interested in or who can’t pay market rates
d/Have a plethora of interesting roles at any given time, we just need to understand what “a good opportunity” means to you
With the market being talent short, you’ll always find companies that want to throw money at the problem if they cannot attract quality candidates at market rates.
I’d suggest you ask yourself why that may be.
I’ve spent hours speaking to strategy execs whilst recording the Strategy Bites podcasts, all of them point to reasons you should consider taking a role.
None have said they made any move for money!
The podcast I did with Joshua T. VP of Strategy PepsiCo a few weeks ago echos this, he says “slow down and ensure you enjoy the journey!”
This is the reason we started doing the podcasts, so less experienced consultants can get advice from senior leaders on how they should be thinking about their careers and the opportunities they are presented with.
We’re not here to push you into one role, but to give you options based on what makes you tick, and what is best for your long-term career.
Please, think beyond “what are they paying” and have a holistic conversation about you and your needs.
The firm that will pay you the most isn’t always going to value you the most!
Benefits of using an Australia Recruitment Agency? What can organisations do to boost the quality of their hires in this candidate-short market when using an Australia recruitment agency?
Easy! Ensure you are doing these 4 simple steps.
1. Work hard to attract them and then work even harder to hire them: Engaging people in the right way, making them feel your intention and energy goes a very long way!!
2. Truly partner with your Australia recruitment agency, trust them and take their advice. If in doubt ask your agent how best to partner with them to achieve your desired result based on their experience. So pick the right partner!
3. Move super fast! Don’t delay, move to fireside chats quickly and interviews even quicker if the candidate’s change readiness is clear.
4. Be a place where prospective candidates want to work. Be clear on your EVP, celebrate your companies’ accolades and achievements openly and on social media, but most importantly create a culture that lures the best your industry has to offer. Never ever become complacent just because you were once an iconic brand that attracted good people in the past. If you do this, you’ve already lost the talent war!
Advice on best practice shared by recruitment guru Greg Savage.
If you think you are too busy to interview for a new job, this one is for you. We get it! It can be hard enough just trying to keep up with the demands of work, family, and life in these strange times. As Strategy Brisbane Recruiters, we are aware of these sorts of demands. However, we are observing a worrying trend currently that could negatively impact many overworked consultants.
We have seen a lot of movement in the world of strategy management consulting. The pandemic has made many rethink their lives and careers and we have observed an increase in candidate movement in the strategy sector since the lockdowns began.
Yes, we would know these sort of things as we are Strategy Brisbane Recruiters.
But for the ones left behind in under resourced teams, and with ever-increasing requests for new project work, we are hearing they are the ones picking up the slack, working insane hours, and burning themselves out. Often, they too are also keen to explore other options to address their own work/life balance but feel they are literally too slammed to add in a job search.
When you’re super tired from all that’s weighing you down, a job search feels like an impossible task.
It is important to stop and remind yourself exactly what is important to you. The answer starts with understanding yourself and values, and then figuring out how much is enough. Try to visualise what life could be like 6 months from now. 6 months from now in a role that feels like utopia, how will that feel? And then 6 months from now if nothing changes. How does that feel?
The market tends to be crazy busy between now and Christmas, and then you can expect hiring managers to take extended leave. So, as Strategy Brisbane Recruiters, we advise you that now is the time to act, especially if you think 6 months from now nothing changing does not feel good at your core.
At the bare minimum:
✔ Identify the types of roles that would interest you and tailor a resume to suit this (resume template link in the comments)
✔ Update your Linked In profile to ensure it demonstrates your skills and capabilities akin to your ideal role. Then turn on “Open to work”. Hiring managers can find you this way.
✔ Reach out to your network for a meet & greet conversation. You will gain more perspective of what is possible.
✔ Enlist the help of one highly specialised strategy Brisbane recruiters to have your back and make introductions for you. Do not over egg the custard.
✔Find time to prep for each conversation, a good recruiter will be able to advise you of the minimum prep required and the fastest way to do it.
Make 2022 your year and be the best version of yourself.
Many clients are offering ‘meet & greet” 1st meetings with potential candidates as the war for talent increases. As Strategy Recruiters in Melbourne, we would want you to know that usually Meet & Greets are considered Interview, so don’t be complacent.
It seems to be a candidates market at the moment, however, candidates can lose their dream job before the formal interview process has even begun by being too complacent.
A meet & greet with a potential hiring manager should still be considered an interview, and it is a really important part of the recruitment process. It can often determine whether or not you get offered a formal interview, so it’s important to take your preparation seriously.
As Strategy Recruiters in Melbourne, we are finding that so many management consultants are flat out with their projects currently they are not finding time to prepare for interviews. This can be a big mistake.
As we always say, you want to get offered the job, or even the next interview whether you later decide you want it or not. You want to be the one to make the decision and you want to leave a positive impression. After all, the market is small and you may, one day, encounter the hiring manager in another capacity.
As Strategy Recruiters in Melbourne, we can not tell you the number of times a candidate kicks themselves when being rejected for a role they didn’t know they wanted until it was too late.
Here are some simple tips for fast meet & greet interview preparation as Strategy Recruiters Melbourne.
1. Write down keywords you want to mention during the interview. The buzz words that your employer uses are often in the Job Description. This way, if your mind goes blank during the interview, you know what to fall back on.
2. As Strategy Recruiters Melbourne, Prepare examples of your past work that relate to this job role. This way you can talk about how you have used your skills in a practical setting and how you can use these skills with them. Think about what impact you personally made.
3. Be prepared to talk about your strengths as well as weaknesses, don’t be afraid of this question. Focus on being self-aware, honest, and dedicated to improvement. Authenticity and positive rapport wins the day.
4. Prepare questions you want to ask the interviewer and write them down. This shows you are engaged and interested and don’t just expect to be sold to.
5. Do your homework. Dig out company results, news articles, and press releases. Just as you would if you were pitching to a new client.
6. Dress the part, always dress for success even on Zoom. Clients do not expect a full suit and tie most of the time however your PJ’s are not acceptable attire. (Yes this has actually happened recently!)
You may be extremely busy in your working day however, spreading the time preparing for the meet & greet interview will pay off. You will show up relaxed and confident, and even if you decide the role is not for you, you will have left a good impression and had a more enjoyable conversation.
Practice makes perfect so the more interviews you ace the more likely it is for you to nail the job interview that could be life-changing.
While some people are confident and love being tested in interviews, others get nervous and don’t always show the best version of themselves. No matter which one of these is you, the following tips will help guide you to perform at your best.
Remember you only get one chance to make a good first impression and preparation is key.
We have even seen confident candidates fail in interviews. Overconfidence can sometimes lead to a lack of preparation for an interview, and it often shows up in an attitude of “sell this job to me”. So even if you are the smartest person in the room, with the gravitas to match, you need to do the basics well and remain professional at all times or hiring managers will be put off by a perceived lack of commitment to the interview process.
Whether you feel the position is one you would love to be offered or if you’re merely there to explore the opportunity further, you need to put your best foot forward at all times. Be professional and humble and never let complacency or arrogance come across – it is a small market, people talk, so do yourself proud each and every time.
1. Always do your due diligence on the company you are interviewing with
What have they been in the news for lately?
Read the companies last annual report.
Who sits on the leadership team?
Who are their biggest competitors?
Speak to anyone you know who has worked or does work for that business to get their insights.
2. Have an opinion on what problems they could be trying to solve
Even if you are not currently in the same sector as the hiring company, make sure you understand the issues this sector is facing and come with a view on how, as a business, they may tackle some of these challenges. Clients like that you’ve had a think about their organisation and come with some points of view. It shows interest in them and also a proactive approach that will distinguish you.
3. Rapport is key
It is an unconscious bias that people hire people they like. Always try to build rapport with the interviewer in an authentic way. Be curious, inquiring and also aware that the hiring manager will be evaluating your style and personality against other major stakeholders in the business you would support in order to be effective in the role. They will be asking themselves if you have the style, maturity and gravitas to lead people as well as senior stakeholders while also challenging them without getting them offside. Keep this in mind and always have examples on hand of previous relationship building successes both from team leadership and senior stakeholder perspectives.
4. Keep it concise!
One common reason for rejection is not being able to articulate your answers in a concise way. Often candidates will give long-winded answers and go off on a tangent. Yes, it’s imperative you need to build rapport BUT interviewers have a limited amount of time and want to get to know you as much as they can in a professional capacity more than a personal one, at least at first.
5. Your Questions
Come prepared with two or three good questions to ask the interviewer when the opportunity arises. This usually happens towards the end of the interview. Always remember when asking questions, the manner in which you ask is often more important than the question itself. Be humble and well intentioned when asking questions about the opportunity so you can determine if this is the right role for you.
When asking about career progression opportunities should you be successful in the current role, please be acutely aware that hiring managers want to be assured you are excited and interested in the role at hand as opposed to the next promotion. It is all in the positioning of the question and can easily be asked more generally like “what do you see as the career pathways from this position after a few years in the role and strong performance”.
6. Money talk
Never ask about salary in the interviews where possible, talk to your recruitment consultant about the salary levels beforehand. Let us do the negotiations for you. If asked about salary expectations in the interview (and yes, it does happen!) gently advise the hiring manager that you haven’t given it too much thought because you’ve been focussed on the role and fit for the position. Advise them that you believe your recruiter would have provided all this information to them prior to the interview.
We have seen these types of conversations go south very quickly if not handled correctly in the moment despite good interview performance up to that point.
7. Behavioural Style Interviews
In behavioural psychology, past behaviours are the best predictor of future behaviours unless those behaviours weren’t helpful and you’ve adopted new ones. Behavioural questions evaluate how you’ve handled situations in the past and what you would do if faced with a similar situation again in the future. It’s about articulating your approach and process but also having learnt from situations that didn’t turn out well. Clients also like to understand what you have learned from failures and how its changed your approach and subsequent behaviours.
For example: Tell me about a time you have failed on a project you were working on? What did you learn from this?
This is not easy but if prepared you can come out on top.
We suggest you tackle these type of questions using the STAR method. This method also ensures you stay on point and concise.
Think of a situation similar to what the interviewer is asking you about that had a successful or learning outcome. It doesn’t necessarily have to be work related as long as it’s relevant. Remember to include the who, what, where, when and how.
Describe the task you were responsible for in that situation. Keep it specific but concise. Make sure to highlight any specific challenges you faced.
This is the part where you describe exactly what you did. How did you complete the task you were assigned? Remember to focus on what you did and highlight traits (qualities) that a hiring manager will find desirable (initiative, teamwork, leadership, dedication, etc.)
Share what the outcome of the situation was and how you specifically contributed to that outcome. What did you accomplish? What did you learn? What were the results of your actions?
This is where you also get to be introspective and share some of the softer learnings over and above the hard facts or results.
Here are more behavioural interview questions to practice with.
8. Watch your ego!
Clients find candidates that display a high level of ego in interview are either covering up for some insecurity they have or have a lack of Emotional Intelligence (EQ). Either way it is not a good look. Clients prefer to hire humble, achievement-oriented people who are universally likeable, no matter how talented they are.
9. Mind your manners
Wherever possible write a thank you email to the hiring manager for their time.
Some clients have a real issue with candidates that do not send thank you messages post interview. A recent survey on this showed that 25% (one in four) interviewers appreciate or even expect this courtesy. If possible, it is recommended you end it straight after the interview or at the very least the same day of the interview.
Research shows that people with manners are perceived as more likeable. Writing a thank you note post interview, reiterating that you would be excited to work with them or that you’re excited about next steps, allows the hiring manager to re-engage with you, thereby making you more memorable too. This small act can place you front of mind during their refection time on candidates they’ve met.
Most strategy interviews will have a case interview as part of the process. Some love case interviews and other are terrified of them. PREPARATION, however, is key!
There are many different types of questions you may get in a “case interview”. We often find that for industry roles, the case part of the interview is a small part and it may only be a market sizing exercise. This is increasingly common these days.
Other case interviews are more comprehensive and aligned with the case interviews one would expect to receive if interviewing at McKinsey, Bain or BCG. They require:
How many golf balls can you fit in a Boeing 747?
How many wedding dresses are sold in India every year?
With market sizing the interviewer is mostly looking for the structure and approach you took to get to the answer rather than the answer itself, but it does test your high level numerical skills too. Ideally you should be in the ball-park, with approximately 20% margin for error. If you fail to share your approach and thought process when answering the question you are unlikely to pass. Having a structured, communicative approach, asking clarifying questions and being able to identify what drivers are behind such estimation questions is essential for a useful and convincing response.
We find hiring managers ask business case questions that are either current and relevant to them and a likely challenge they’ll face or have faced previously. Sometimes they like to ask a question that the candidate would never expect, possibly completely outside of the sector they’re in.
The CEO of a cement company wants to close one of his plants. Should he do it?
A top 20 ASX-listed bank wants to lead its industry and believes improving customer experience is the best way of achieving this. How would you test this assertion? Does it have merit and if so how would you go about it?
In this type of case question, you will be assessed on your ability to ask probing and clarifying questions, providing an appropriate structure/framework, identifying and prioritising your drivers/ levers based on commercial outcomes, outlining your analytical thinking and your ability to make client-friendly pitches. Your analytical thought process, how you structure and prioritise your answer is often more important than arriving at the correct answer.
Be guided by the interviewer as you may be going down the wrong path. They will often try to steer you back on the correct line of thinking. Listen for these subtle hints, they are NOT trying to trick you. DON’T be rigid either by ignoring their effort to help you, often they are also assessing your ability to adapt to change as a measure of both adaptability and creativity in problem solving.
Please always remember to prioritise your drivers in the most commercial way as this too can be a stumbling block for many candidates.
There are two different types of business case interview, Candidate-led and Interviewer-led.
This is not common, but it can happen. In the extreme, the interviewer rarely intervenes, and the candidate will lead the approach, from structuring the problem, drawing frameworks, asking for data, synthesising findings to proposing solutions. This format can be difficult for beginners, but it does allow you control over the case. For more advanced candidates, this can be comfortable as methodology is emphasised over results.
On the other extreme, the interviewer controls the process. He or she has the candidate work on specific parts of the overall problem and sometimes disregards the natural flow of the case. The game here is not to solve the big problem, but rather to solve each question and each mini-case perfectly. The evaluation is done on a question by question basis with each question building on the last and assessing key skills along the way. The interviewer is looking for a level of insightfulness, business intuition and commercial acumen with both quantitative and qualitative drivers required.
We find our clients use a combination of these case preferences across the board. Some candidates can be caught off guard when a client does an extreme version of the Candidate-led scenario. The trick here is to remain calm, be kind to yourself and take ownership of the process. Oftentimes it’s this leadership quality they’re looking to test over and above the actual case result i.e can you function with limited information, work your way through it while at the same time holding the gravitas required to lead others through the problem. It may also be indicative of the type of environment in which they operate.
Victor Cheng is an authority on case interview prep and we recommend anyone facing a case interview to go to hiswebsite to practice. We have found time and again that those candidates that prepare do significantly better than those who don’t. Not preparing for a case interview IS preparing to fail and will not only leave you feeling frustrated with yourself but also your recruiters too.
Here is some information on different frameworks and structures you might want to familiarise yourself with.