Page 155 - The McKinsey Mind

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130 The McKinsey Mind

McKinsey carries out its strategy by searching for the highest per-
formers in the best business schools in the world and has, over
time, expanded its sources to include the highest performers in
other schools, disciplines, and industries.
The recruiting process at McKinsey involves numerous, inten-
sive case study interviews. A candidate can expect to see at least
eight different consultants during the interview process, each with
a different case to solve. The Firm’s goal is to take a deep look into
each candidate’s mind to assess his analytical and interpersonal
abilities and decide whether the candidate would be a good fit.
Overall, the best strategy for making it through the rigorous
recruiting process at McKinsey is to have a strong academic
record, exhibit leadership and initiative, and knock the case inter-
views out of the park by demonstrating the ability to approach a
problem in a structured manner and break it into its components.
(Reading this book might help too.)

LESSONS LEARNED AND IMPLEMENTATION
ILLUSTRATIONS
By its nature, McKinsey has certain idiosyncrasies that have limited
applicability outside its hallowed halls. For example, there is con-
stant turnover within teams as employees move from project to
project since each engagement typically lasts six months. Thus,
there is always a large pool of available consultants to choose
from, especially since team members can be plucked from any of
McKinsey’s offices worldwide. In recruiting, the Firm’s reputation,
high-profile client base, and generous pay provide a certain edge
that is difficult to match in, say, a midsize manufacturing firm’s
recruiting efforts.
Even so, McKinsey’s practices offer lessons that can help you
with selecting and recruiting team members. Our interviews with