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Accenture Open Day for Careers Services July 1, 2011

Posted by Jeff Riley in : Graduate recruitment, consulting, development consultancies, international development, recruiters , add a comment

Every year Accenture have an open day for  Careers staff to update them on their recruitment situation.  This year it’s  at the National Theatre. A trip to the NT usually involves me paying £12 and leaving at the interval but Accenture have promised us an exciting day –so I’m sure I’m going to be here for the duration

The host for the day introduces us to Royce – a Senior Executive. Royce gets me on board by saying he cycled from London to Paris in 24 hours to mark his 50th birthday.  His career has taken him all over the world but started at Norbury. It also included developing Accenture’s relationship with the National Theatre. Because it’s Accenture, Royce says, they focus on ‘innovation’.  So no ‘Noel Coward’ and lots of ‘Warhorse’.  And the National Theatre will soon be coming to the iPhone. A shiver passes through the audience. Anyway, a lovely urbane introduction.The Recruitment Process   The morning session gave us some insights into Accenture’s recruitment process.  Beginning with 

First round telephone interviews – staff making these initial calls follow a consistent method. Almost a script really. Members of the recruitment team role played a call for us. Calls cover  three areas.

Here are some tips flowing from the role play starting with my tip about the tips. Don’t just copy the phrasing you read here but take on board the principles being outlined.

Why Accenture? Looking for specifics – less  ‘you are a big company’ and more ‘you work with such and such a client and offer this and this’.

 What does an analyst do?  Less ‘using PowerPoint and doing research, probably’ and more ‘Well, I’ve seen the video on your website and see there are a range of things. For example…..’

Competencies – The facilitator stated that they explicitly ask for answers structured on the STAR system and the role-playing interviewer reiterated this to the candidate.  

Case study – “How might you help a call centre reduce staff churn?” Do provide specific suggestions.  Don’t say “er…look at what the competition is doing?”. Be ready to be pressed for more detail on your suggestions. Heaps of case studies online on their website which Accenture feels gives you everything you need to get through the process.  

Second Round – The second round consists of an assessment centre comprising an in-tray exercise, a case study, a one to one interview and a group exercise. Concluding with another individual interview.

The group work exercise involved 4 analysts hamming it up as stereotypical

Candidates creating a plan for a school in Africa on behalf of Accenture Development Partnerships (ADP being Accenture’s international development arm).  This was all instructive and fun. In this exercise recruiters are looking for key competencies

Team Play

Initiative

Drive and Motivation

Organisation

 A key distinction was drawn here from other consultancies that place an emphasis on ‘Leadership’. Underlining the importance Accenture place on team work.  In brief –  Don’t talk over people, ensure everyone is included, be proactive and make sure you keep to time and keep to the brief.

I managed to ask a question that included a reference to ‘The Apprentice’. I contrasted the ethos of that programme (one person left standing on top of a pile of bodies who’ve been stabbed in the back) with this exercise that could see all candidates come through. The host said it was a really interesting point, so there.  Encouraged, I start working out how I can get in references to ‘Gladiator’ and ‘The Godfather’. They’re going to love ‘em.

Lunch – the thunderstorm held off long enough for the balcony barbecue to go ahead.  Top lunch as well – kebabs followed by an excellent chocolate pastry and ice cream. After lunch the rain came….spectacularly.  We are in a glass sided building high up above the river like an aviary of nervous canaries. 

Post Lunch – Some key figures setting the context for the 2011-12 campaign

500 graduate analysts needed

Summer Interns up to 250 annually by 2013 and 120 in 2011-12

Accenture considered as a top 10 employer at 14 universities

Is at number 9 in The Times Top 100

Current Share price at an all time high

The Analyst Consulting Group (ACG) – Emma Cooper, a Senior Executive, talked about ACG group that hs been created for all new graduate entrants. Whether they are recruited for Technology or  Management Consultancy.  ACG is designed to provide a chance for new entrants to get broad experience before choosing a specialism. It is the home for new entrants typically for two years. Accenture is a big organisation – 223,000 worldwide and ACG is a smaller family within that. Within ACG new entrants join one of 15 sub groups. These form the main conduit for social and training events.

Support.  The support and training package includes Career Counsellors who act as mentors for new entrants during their time at ACG.  Counsellers have ‘non-corporate’, supportive conversations that help junior analysts find their feet and direction.

Training – While Accenture do not offer a professional qualification they do provide a comprehensive training package (4 to 5 weeks in total).  Elements of this include a 2 day induction covering Accenture structure, housekeeping and a discussion on the founding Accenture values. The training includes an international element. This is to one of their international delivery centres, possibly Chicago or India.

The second year of the support programme covers more generic skills. Encouraging analysts to consider what they are known for and what they  stand for as individuals. Encouraging reflection on their personal brand. The ACG also provides a focus on Performance management and scheduling into their first projects.

Project experience during the ACG period covers the full range of analyst activities everything from training to analysis or developing training materials and providing impact assessments.

Question and Answer Session  As we were a little slow off the mark Accenture recruiters leapt in with some questions of their own to the panel. This was helpful and they were excellent questions.  But, correct me if I’m wrong, but shouldn’t they know this stuff already?  Anyway some of the things that came out included.

Postgrads enter at the same level as those with undergraduates degrees if they don’t already have consulting experience. Accenture is a meritocratic organization so they are able to progress faster if they are high performers.

International Students Tier 1 post study can apply but this is going from April 2012 (closed by the UK Government).  Tier 2 is remaining and applicants are considered on a case-by-case basis

Technology roles are not for geeks, nor do they involve coding. Some of the exciting technology that is creating work for analysts include mobile phones, sustainability, iris and facial recognition (facial technology is being deployed now that can tell identical twins apart).

Internships are being expanded. Because they both improve performance across a range of indicators and help Accenture establish relationships with potential applicants.