How to prepare your candidate for a Big Four interview
If you have a candidate with an interview at one of the Big Four they will need to be fully prepared and ready for what it takes to successfully land a job at one of the most prestigious accounting firms. However, the Ernst and Young team say it’s also important not to let nerves and stress affect the outcome.
Business Insider India have reported that the full interview will typically consist of two back-to-back, half-hour interviews, each with a different representative. Here’s what to expect:
“Phase 1 – Introduction (2-3 minutes)
This phase consists of personal introductions, where the interviewer will tell the candidates what will take place during the interview.
Phase 2 – Employer questions (20–35 minutes)
This part entails the evaluation process, which will typically focus on the candidates’ skills, abilities and other qualities for the position. the publication reports that there are usually two types of interview; one hones in on more traditional aspects such as evaluating the candidates CVs, asking them questions where they evaluate themselves such as: “What are your strengths?”
The alternative type is the behavioural interview which hopes to extract “real life” examples with the candidate recalling specific situations in the past.
Phase 3 – Evaluation
This is where the interviewer is likely to hone in on the competencies and qualities required for the role. The employer may ask questions about education, relevant experience and career goals.
Phase 4 – Candidates questions (5-6 minutes)
This is the chance for the candidate to address their concerns – but be sure to advise them to not just reel out questions for the sake of it, the questions they ask will reflect their preparation.
Phase 5 – Close (2-3 minutes)
During the final stages, the employer may ask candidates if they have any final questions and will outline what happens next before ending the interview.
Phase 6 – Follow up
At Ernst & Young, if a candidate is successful, it will result in an offer of employment and an invitation to visit the office. Advise candidates to take notes immediately, including a summary of the points discussed during the interview and any areas that need following up.”