Consulting interview preparation and practice cases https://www.bcg.com/careers/roles/consulting/interview-resources

• Tell me about a time when you had to juggle several projects at the same time. How did you organize your time? What was the result? • Tell me about a project that you planned. How did you organize and schedule the tasks? • Describe a time when you felt stressed or overwhelmed. How did you handle i

• Recall a time when your manager was unavailable when a problem arose. How did you handle the situation? Who did you consult with? • Describe a time when you volunteered to expand your knowledge at work, as opposed to being directed to do so. • What would motivate you to make a move from your curre

• Tell me about the last time something significant didn’t go according to plan at work. What was your role? What was the outcome? • Describe a situation where you needed to persuade someone to see things your way. • What steps did you take? What were the results? • Tell me about a time when you led

• Give an example of when you had to work with someone who was difficult to get along with. How did you handle interactions with that person? • Tell me about a time when you were communicating with someone and they did not understand you. What did you do? • Tell me about one of your favorite experie

• What are the three things that are most important to you in a job? • Tell me about a time in the last week when you’ve been satisfied, energized, and productive at work. What were you doing? • What’s the most interesting thing about you that’s not on your resume? • What would make you choose our c

• Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? • Describe a situation in which you embraced a new system, process, technology, or idea at work that was a major departure from the old way of doing things. • Recall a time wh

The soft skills that matter most vary among roles and companies, but there’s often overlap. To find out which skills are most consistent in high- potential candidates and successful hires, we asked hiring managers what they typically look for:

• By asking unexpected questions, you may be able to get a better sense of what candidates sound like when they aren’t rehearsed. • That doesn’t mean you should ask brainteasers. It just means you should ask them something they probably haven’t prepared for so you can watch them think in real time.

• The ability to plan,organize, andprioritizework is ranked as thethird most desirablequalityinanewhire. • Look for people who can manage their time effectively and pay close attention to details to ensure that things don’t fall through the cracks. This is especially important in roles that have fir

• The cost of replacing an employee is about1.5xtheirsalary. • Most candidates are interested in advancing their career, not just doing more of the same. • While it’s tempting to find candidates with exactly the same skills and level of experience as the team members you’re replacing, hire someone w

• 50% of employees have left a job to get away from a bad boss. • Organizations with strong leadership are 13x more likely to outperform their competition. • It’s not just the leader’s own skills and vision that drive that success— it’s their ability to inspire, motivate, and unleash the potential i

• 50% of great collaborators also tend to be top performers. • Done right, collaboration improves productivity, morale, and order. But when people aren’t good at collaborating, they can create roadblocks for colleagues. • In a role where your new hire will need to work well with others, assessing fo

• Companies with inclusive talent practices generate upto 30% higher revenue per employee. • They should be fundamentally aligned with your company’s mission and core values. But finding the right person for the job doesn’t mean finding someone who’s exactly like everyone else. • That’s why many hir

• 69% of hiring managers say the most important soft skill they screen for is adaptability. • Given that 54% of employees may require significant reskilling or upskilling over the next few years to keep pace with new technology and evolving business needs, adaptability is essential. • Employees who

• While every interview is a little different, it helps to have a go-to list of questions on hand. This can save you time and make your interviews more consistent, reducing the potential for bias in your hiring process. • Linkedin surveyed nearly 1,300 hiring managers about the soft skills they look