The resume screening process is a black box for candidates – you just know whether you’ve gotten the meeting or been rejected. In uncommon cases, you’ll get input on why you didn’t make the cut, yet the counsel is non specific (“You didn’t have enough work involvement”).
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Without rethinking the wheel, this post will reveal insight into how administration specialists read resumes. There are some vital contrasts amongst counseling and back.
Resume screening is indistinguishable for summer entry level positions and full-time positions.
So who gives orders?
With continue audit, it’s a group of examiners, partners, and supervisors. You can wager that:
There will be an audit group of no less than 3-5 people looking through your resume freely and in gatherings.
The vast majority of this group will have moved on from your school (undergrad, graduate, and MBA).
Official choices are made by advisory group.
Like back, senior people don’t get included until meetings and offers. I’d get a kick out of the chance to believe this is on account of they have confidence in the lesser people, however it’s generally an issue of time and esteem.
On your resume, the most regarded input originates from somebody who shares your experience. So in case you’re a Columbia designing student, a kindred Columbia building graduate on the audit group will be looked to for understanding on your GPA, understudy amass inclusion, et cetera.
How does the process work?
Each member of the review team will get a pack of resumes. This can range from 50-300 resumes per member. Often, consulting cover letters are removed from this pack – yet another reason why you should focus your energies on a top-notch resume.
Consultants spend more time on each resume than bankers. 30 seconds may be par for finance, but you can expect at least a minute in consulting.
One minute is still really fast. This places a premium on attention-grabbing bullets; concise, results-oriented experiences; clean formatting and styling.
After reviewing the resumes independently, the team will review each resume as a group, comparing notes and sharing insights. This is when decisions are made.
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Specifically what are they looking for in each resume, and if I don’t get an interview, what could be the reasons why?
As mentioned in this post on consulting resume tips, it comes down to 3 buckets:
- Academic success: Good signs include high GPA and standardized test scores, challenging courses of study (e.g., multiple majors, technical degrees)
- Work experience: Good signs include brand-name companies, jobs where you took initiative and demonstrated impact, breadth and depth of work experience
- Leadership and entrepreneurship: Good signs include founding companies and campus groups, experience leading teams
The specifics vary by company, and it’s tough to elucidate specific benchmarks or cutoffs. But your resume needs to demonstrate strength in all 3 categories to get an interview at the best firms.
If you don’t get an interview, it’s typically lack of one or more of the 3. Often, low GPA and standardized test scores (this is not an ironclad rule) are the primary factor – particularly if you have solid work experience and leadership/teamwork experience.
On borderline candidates
There are always borderline candidates – those who have one clear Achilles Heel (ahem, Ms. very low GPA), or whose resumes just lack a knockout blow. For these candidates, the group takes a closer look at your resume.
This is where a great consulting resume is the difference between getting an interview and receiving a dreaded denial.
Why? Because when review teams apply a microscope, they really look to see what I’ve recommended to readers this entire time: meaningful results in your experiences that show hard-work, taking initiative, and impact.
If review teams can see #1, your story makes you a fit for consulting, and #2, you demonstrate success in a variety of situations – you’ve got an interview.
Is there a secret waitlist?
The answer is yes and no.
Yes, because specific offices, groups, and departments occasionally need to fill a gap. And to do so, they review applicants from previous recruiting cycles who didn’t make the cut.
No, because this usually happens if you make final round interviews and didn’t receive an offer. It rarely happens at the resume to first round interview bridge. But if 10 first round interviewers from your school fall sick with the flu, you may receive a call.