We have worked with over 700 case interview coaching clients and that rises to over 800 if you include active clients. We have kept meticulous records on each client. We wonder why consulting firms are not doing the same?

Searching for correlations/patterns/trends within that database has opened up an entirely new way to assess and guide clients.

Client behaviour and attributes we had previously considered unimportant takes on a whole new meaning when run through the model. We use this model extensively at Firmsconsulting.

In this podcast we discuss just a few insights from the database.

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Comments

1 response to Big Data is Changing Case Interview Coaching

  1. Hey Michael,

    While I enjoyed listening to this episode, I think there are at least several reasons for firms not implementing “screening” of candidates on the basis of big data:

    1. Legal reasons. Some countries require employers to justify the rejection of candidates and they even can sue companies on the basis of perceived unfair treatment

    2. Times and trends are changing. So when the people are the only assets of the firm, I think firms are on constant pressure to find new ways to attract and retain talent and view them through different sets of lenses rather than to stick to “rigid” approach and procedures. Marvin Bower is often cited as an venture investor into human capital

    3. Practical considerations. While they probably can track down several metrics of the current from of application, how useful they are? Should they significantly expand array of these metrics? How many candidates would fill them down? What about legal complications?

    Probably there are some other reasons that I did not outline here.

    Cheers,
    Denis

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