...一. Case Interview 1． 类型介绍 (1) 什么是Case Interview? 一般来说，Case Interview主要针对咨询公司面试而言。也有一些公司如Dell二面会用一些小case来考察面试者的应变能力、考虑问题的全面性以及逻辑分析能力。咨询公司的Case Interview可以分成两个部分，一开始先 是Warm-up。在这一部分，你可能需要自我介绍，然后大致回答一下面试官针对简历以及个人选择提出的一些问题。接下来才是真正的Case Interview。简而言之，Case Interview就是现场对一个商业问题进行分析的面试。但是和大多数其他面试不同，这是一个互动的过程。你的面试官会给你提出一个Business Issue，并且会让你给出分析和意见。而你的任务是向面试官有逻辑的提出一些问题以使得你能够对这个Business Issue有更全面，更细致的了解，并且通过系统的分析最后给出建议。一般而言，Case Interview是没有绝对正确的答案的。面试官看重的不是答案，而是从面试过程当中你表现出来的分析能力和创造力。对于大学毕业，没有工作经验的学生来说，大多数情况下Case不会很难，也不会需要你对那个行业有系统的了解。 Case Interview一般是一对一的，一轮会有两个Case Interview，由两个不同的面试官来负责，每个Interview持续45分钟，包括10-15分钟的warm-up以及一些Behavior questions，剩下的30分钟就是讨论Case。10-15分钟的Warm-up一般用英文，Case可能是英文，也有可能是中文，不同的公司以及不同的面试官对语言是有不同的偏好的。 (2) 为什么使用Case Interview? 由于咨询师在工作上的不少时间都是在和客户以及同事进行相互的沟通，同时咨询工作本身的特点要求咨询师必须具备一系列的特质才能够成功。这些特质包括：在压力之下保持冷静，对问题能够很快的根据细节建立假设，并且运用很强的逻辑分析能力来解决问题等等。因此，一个互动性很强，和实际联系很紧以及要求分析能力较高的Case Interview可以很好的衡量面试者的这些素质。 (3) Case Interview考察哪些能力和素质 领导能力 咨询师常常需要独立工作，并且带领团队和客户去达成共同的目标，因此领导力对于一个成功的咨询师来说是很重要的。在面试当中，你需要通过主动掌握整个面试，有信心的提问题来表现你的领导力。 分析能力 咨询业的核心就是分析－根据事实提出假设，把数据break down，然后形成一套分析框架，并且最后得出结论和建议。在面试过程当中，你需要通过有效，有目的性的提问等来反映你的分析能力。 Presentation Skill 一旦咨询师对案例进行了完备的分析并且想好了相应的策略，他们就需要把他们的发现和建议展现给整个案例小组和他们的客户。因此，这个能力对咨询工作也是十分关键的。所以在面试当中，宁愿说慢一点，花点时间思考，也不要结结巴巴的做陈词。 精力 咨询公司往往希望他们的咨询师能够在10小时的飞机之后依然精力充沛的出现在客户面前。所以有力的握手，真诚的笑容，自信的眼神以及整洁的外表都是他们所看重的。 冷静 在Case Interview中，面试官有时会刻意营造一种很tough的氛围，比如不断challenge你，或者不断否定你的回答，这不代表你做的不好，而是他们在故意考察你能够面对压力冷静思考。要知道：当咨询师面对客户的时候，面对压力而冷静的发现问题以及思考是很重要的素质。 ...
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...Case 1: Review the following case study. Discuss each point of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need...
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...PARTICIPATE IN INTERVIEW Case Study (study title) You have been asked to participate in a research study conducted by (your name) from (your department) at the Massachusetts Institute of Technology (M.I.T.). The purpose of the study (brief statement describing purpose of study) (If student research include the following: The results of this study will be included in (your name) Masters thesis). You were selected as a possible participant in this study because (state reason). You should read the information below, and ask questions about anything you do not understand, before deciding whether or not to participate. • This interview is voluntary. You have the right not to answer any question, and to stop the interview at any time or for any reason. We/I (indicate which) expect that the interview will take about (estimate time). • You will / will not (indicate which) be compensated for this interview. (Describe compensation if applicable) • Unless you give us permission to use your name, title, and / or quote you in any publications that may result from this research, the information you tell us will be confidential. • We/I (indicate which) would like to record this interview so that (we/I) can use it for reference while proceeding with this study. ((We/I) will not record this interview without your permission. If you do grant permission for this conversation to be recorded, you have the right to revoke recording permission and/or end the interview at any time...
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...and HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis November 13,2014 Organization and HR Management The Out-of-Control Interview (Case) Case Analysis & Answers By Demetris Kamberis Table of Contents Case Synopsis1 Answer To Question 1 ………………………………………………………………………………………………………………………………………….2 -5 Answer To Question 2 5 Answer To Question 3……………………………………………………………………………………………………………………………………….....5 -6 References………………………………………………………………………………………………………………………………………………………………..6 Case : The out- of- Control Interview Case Synopsis The case was focused on the interview process at Apex Environmental ,where the management team and other members of the firm , composed a panel interview employing a stress interview content , at the company’s premises. The interviewee , was a female mechanical engineer graduated , named Maria Fernandez.The only information we had , regarding the questions set by the interview panel , were questions as “Why would you take a job as a waitress in college if you’re such an intelligent person?” and “Are you planning on settling down and starting a family any time soon?”. It is also mentioned , by the side of the interviewee that the interview was ‘ a disaster” but was followed up by an individual meeting with the 2 members of the group , the President and another member of the firm and the main interview questions were concentered on her technical...
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...CASE STUDY: THE FIRST APPRAISAL INTERVIEW Name: Benjamin Van de Walle Lecturer: Ms. Mai Kim Thoa Course: Managerial Skills & Leadership – KS 402DE02 1. What do you think of the boss’s ratings and his defense of them? * * He gives Sandy an average rate for every single point. She doesn’t know if this is a good or a bad rate. He is not fair cause’ he bases his ratings on one single point, namely the wine service and generalizes this for the other points. In my opinion his comments are not constructive and well-intentioned. * * He focuses his defense only on her less developed skills and doesn’t mention her good skills. Also his defense is very flat. With that I mean that he doesn’t give any specific and descriptive feedback. He doesn’t define the performance problem, doesn’t makes his standards clear and he doesn’t work with the employee to set goals for improvement. The boss focuses on the person and not on the behavior, it’s personally hurtful. * 2. How do you think Sandy feels? Will she be motivated to improve? Is it enough to know you are not going to lose your job? * * Sandy went to the appraisal interview with confidence. But I think she lost her confidence after the interview. Due to the average score she doesn’t know where and how to improve. * * By not focusing on employees needs in a highly effective way, the employees will not be motivated. He does nothing to support Sandy, whereby she also loses her motivation...
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...CONSULTING CASE BOOK 2012-2013 EDITION TABLE OF CONTENTS 1. The Consulting Case Interview 1. Structure of the Case Interview 2. Frameworks 3. The Math 2. Company Overviews & Interview Processes 3. Practice Cases 1. 2. 3. 4. 5. 6. 7. Bike DVD Rental Service in NYC Dry Wall Competitive Threat Organ Donation Case Central Power Chemicals, Inc. Hospital Profitability Contact Lens Manufacturer Growth TABLE OF CONTENTS (CONT’D) 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. E-commerce in the Airline Industry Big Green Biofuels New Rubber Plant Investment Asian Mobile Service Provider Radiator Lens for Defense Aircraft Capital Investment for Utility Electric Car Manufacturer Growth Miner’s Dilemma Big Truck Company Auto Spare Parts Machine Company Non-Profit Revenue Decline Gas Liquefaction 4. Acknowledgements THE CONSULTING CASE INTERVIEW STRUCTURE OF THE CASE INTERVIEW The consulting case interview typically lasts between 20-30 minutes and consists of the following parts: • • • • • Case Overview / Prompt Clarifying Questions Structure / Framework Building & Explanation Problem Solving & Analysis Recommendation The interview should be highly conversational and interactive. Depending on the firm, and depending on the round, some interviews can be more structured than others. Please see the subsequent section for more information on firm-specific preferences and formats. STRUCTURE OF THE CASE INTERVIEW Case Overview / Prompt The case interview will start...
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...Preparing For Your Case Interview Where your ideas make a difference. At A.T. Kearney we are looking for people who love to reach out. People who want to stretch their talents. People who will challenge themselves to achieve meaningful, measurable results for their clients, their firm, and themselves. People with ideas. Your interest in a consulting career with us suggests that you may be one of those people, and we have designed our interview process so that you will have every opportunity to show it. The A.T. Kearney interview sequence consists of two rounds, typically completed within a 3-week period. The first includes two 45-minute interviews conducted back-to-back on campus or in another convenient location. The second, which normally takes place at our nearest office, involves three 45-minute meetings with one or more of A.T. Kearney’s senior people. If you are invited to complete the full sequence, you can expect that both interviews in the first round and two in the second will be case-oriented. This means that in addition to discussing our firm and your future it, the A.T. Kearney consultants you meet will also present you with real-world business problems and ask you to develop solutions. Experience shows that the applicants who are the most successful in a case interview are those who enter it with the right frame of mind and the best preparation. The following information is designed to help you achieve both. Why The Case Format? While we look for many qualities...
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...Case Manager Interview Case Manager: Merventine Scott Organization: Family and Youth Services Assessment and reassessment 1. When clients are referred to your organization, what process or procedure is followed to assess your client (such as psychological, social, medical, et cetera)? When clients are referred to Family and Youth Services an initial assessment is performed, which includes information on a clients demographics, residential status, income, insurance coverage, mental or medical history, and main reason for seeking service. The process also includes an overview of different areas of need such as shelter, food, safety, and health care. 2. What steps do you take to stay up to date on current services or changes in available services? Family and Youth Services management team sends program coordinators, qualified professionals, counselors, and other licensed staff out every month to meetings held for service providers. The staff comes back and we have conferences to review and discuss changes and make sure that everyone understands the new policies and procedures for these changes. We also make time for networking to research additional information on what services are available and share and use other information from neighboring agencies. 3. Can you describe the standards you use in writing up assessments, reports, and recommendations? All case managers should utilize the Standards of Practice for Case management. The case manager should complete all assessments...
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...The Professional Review Interview The interview will be conducted in English. Your application documents will have been reviewed by the Interview Panel in advance of the interview date and will be referenced throughout the interview. The Professional Review Interviewers will assess your performance at the interview in relation to how: 1. Your academic qualifications, knowledge and theoretical understanding have been applied to your work 2. Your vocational experience has reached an appropriate level overall for you to demonstrate Mandatory Competences 3. Your responsibility has progressed towards Professional status Interview Structure The interview will consist of general and technical parts and last between 40 and 60 minutes in total. Although there is no set order for this, the following is a general guide for the format the interview may take: Introduction and Career Review: Greeting, introduction, aims and structure of the interview Personal history relating to career progression – based on the Career Overview Report The Technical Part: 10 minute presentation You make a short 10 minute introductory presentation which can be paper based but predominately verbal (no electronic medium) to introduce a project/s or piece/s of work referenced in your Mandatory Competence Attainment Report General discussion, questioning and conclusions: You will be expected to answer questions from the Interview Panel to ensure you have achieved all of the Mandatory Competences (IEng) Current...
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...Quality Improvement Plan Part II This paper attempts to explain some areas of potential improvement for the Veteran Affairs (VA) organization in a surgical department. Describe the data that needs to be collected and the tools to be use. Also, it will be identified and compared the types of information collected based on the different tools used. Presenting the Quality Improvements (QI) tools needed to accomplish the goal and describe the information obtained from it. In addition, establish how are these tools helpful for the health care organizations. Areas of Potential Improvements for the Organization The areas to be considered are; on- call Practices, preoperative personnel are assigned designated times, in addition to their regular work hours, to be available on an “on-call” basis for unplanned , urgent, emergent procedures or to provide care for patients whose procedure run past schedule time periods. Call hours may vary from four hours or more. Actual hours worked during the call period are unpredictable and can range from 30 minutes to the entire length of the call period. A large body of research exists about fatigue and sleep deprivation and their effect on performance. Research also suggest that work periods of 12 hours or more are associated with higher probability of making an error and increase in risk-taking behaviors. The Time-Out: While technologies and other innovations have advanced health care, these advancements have also led to failures in the delivery...
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...Cody Westwood 6/17/2015 Amanda Miller English 101 A Lot of Chili and an Interview. Throughout life one will most definitely find themselves nervously googling how to prepare for a job interview. Or find themselves as the host of a super bowl party with no idea what food to make to or how to make it for a large party of people. That is why the authors of “How to Interview” and “…Chili for Fifty” wrote their essays, to help others. At a first glance someone wouldn’t think that the essays have anything in common. Once one takes a deeper look into them it can be found that both essays can be useful to a young adult audience and offer helpful steps to completing separate tasks in everyday life. This is all done by using different writing techniques. Although both have a similar purpose the way each task is explained is different. For example, in”…Chili for Fifty” Eric Michalski says “… you could boil a cow’s head in. (Don’t ask how I know.)”(Michalski 359), “I hate Jalapenos” (Michalski 361), and “If you plan on moving the chili pot, which you shouldn’t, potholders are useful.” (Michalski 359). These examples show that Michalski uses a more informal tone, almost as if the reader is having a conversation with the author about how to make the chili. This makes the essay more enjoyable to read with his personal touch. In the article from Monster.com on interviewing the text is laid out in a more formal manner. The author uses bolded headings such as “Be Prepared to talk about...
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...How to Survive a Job Interview, 10 Tips for Creative Professionals Do Your Research Before you even apply for a job, you should do some research into the company or business advertising. A few years ago this would have been a time consuming task, but now, with the popularity of "online marketing", all the information you need is just a few mouse clicks away. Before your interview, you should have a clear idea about the size of the company/business, the kind of work or clients they have and what role they would expect you to work in. Knowing a bit about the company or business that is interviewing you will always come in handy. There's nothing worse than being asked "so... do you know much about our business" when the answer is no! If you find out that the job you have an interview for isn't really what you're looking for, there's no harm in attending the interview anyway... practice makes perfect. Dress the Part Having conducted many interviews in the past, I can honestly say, leave the suit and tie at home. In creative fields a suit is too rigid and old fashioned and you don't want to appear that way. This doesn't mean that you should turn up in your jeans and sneakers either (unless you're a freelance Illustrator with an outstanding portfolio... they seem to be excluded). Try to dress a little bit better than what's expected from the staff, this way you will show that you're putting in some effort, but also that you're not a bad match for the workplace. If you're really...
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...culture. The selection process can help Zappos find the qualified employees that are going to fit into the company’s cultures and have the same value systems. Review/Analysis of the Case A recruitment policy that might benefit Zappos is image advertising. Image advertising would say that Zappos is a good place to work. It would stress the company’s values such as “Deliver Wow through service” and “Create fun and a little weirdness.” Possible employee would see this and know if they would fit into Zappos’ culture and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos is to have potential employees apply on their company website. On the website there is a prominent message urges them to read the company’s values first. (Gerhart et al, 2009) The company looks over the candidates and chooses people to go through a process of two interviews. The first interview would be a phone interview. The candidate would be asked a series of questions about his or her...
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...serious accident. - The evidence usually takes forms of personal identification or verbal account of what happened. - Problems can occur at any point in the memory process: 1) Acquisition: Information the person perceives Poor viewing conditions Focus on weapons 2) Storage: Information the person stores in memory Misleading information Source misattribution errors 3) Retrieval: Information the person retrieves at a later time Best guesses in line-up identification Leading questions - Inaccurate eyewitness testimony can have very serious consequences leading to wrongful convictions. - Why eyewitness testimony may be unreliable? * The role of anxiety: Baddeley 1997 reported that 74% of suspects convicted in 300 cases where eyewitness identification was the only evidence against them. Anxiety may lead to unreliable remembering depends on number of factors. * Research on ‘weapon focus’ Loftus 1979: P were exposed to one of the 2 situations; 1- They overheard a low-key discussion about an equipment failure. A person then emerged holding a pen with grease on his hands. 2- They overheard a heated and hostile exchange between people in the lab. After the sound of breaking glass and crashing chairs, a man emerged from the lab holding a paper knife covered in blood. P were then given 50 photos to try and identify the person. Findings: 1- Accurately identified the person 49% of the time. 2- Successfully 33% of the time. Conclusion: Reported a lab experiment...
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...Effectiveness? ANSWER: Efficiency relates to jobs done properly, whereas effectiveness means doing the right jobs You have not been able to satisfy us properly with your answers. How is that you have got 89% in your +2 Exams? ANSWER: In the written examinations, all the question papers have alternate questions also. We reply to the questions known to us. We perform better there. What impression have you drawn from this Interview? ANSWER: I have given an opportunity to you to judge my ability and suitability for this job. Where as I learnt more. After this interview I am more experienced. I am happy that I am going to work in a good company. Now I have more regards for you and your company Do you need service or you are required for Service? ANSWER: I think it is a mutual kind of arrangement. When I need it and the service also require me only then I can be recruited We find that you are replying to the question as ready made answers, duly prepared from the notes given by your Trainer. Does it not indicate that you have no Originality? ANSWER: Interview is an examination like other exams. A person is required to come prepared. My trainer is my guide, mentor, a friend. I do follow his instructions but I have not crammed his notes and it is evident from my language. I use his ideas in my own language and expressions and that is my originality. If you are not selected, will you feel down hearted ? ANSWER: I don’t see any reason of my rejection. You need a good candidate and...
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