Conflicto entre sectas religiosas, escuela y comunidad

Not receiving an offer can be extremely frustrating and demotivating. If you were unable to secure a first round interview, set up a meeting with the BCC to review your resume and cover letter. Try to make

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improvements where you can and really tailor your application to each firm. Networking can also be useful to help better understand the firm and tips to be successful. Be realistic about your expectations. Most firms may require applicants have at least an 80% average and only around 10 offers are extended each year by the big firms.

If you were able to secure an interview know that this is a great accomplishment! The best thing you can do is to ask for feedback to determine where you could have performed better. Ask for specific feedback and examples. Use this in your next interviews, or for summer applicants, full time. Going through this process has expanded your networks and tremendously improved your interviewing skills.

Unsuccessful Summer Recruits:

• Use this as a learning experience for full time, feedback will help you highlight which areas to focus your prep on most

• There are more firms and more positions offered for full time

• Successful summer candidates have usually accepted positions already

• Talk to someone – QSB and Queen’s have dedicated resources and counselling for all students.

Book an appointment @ www.commerce.queensu.ca under “Counselling Sessions”

Unsuccessful Full time Recruits:

• Research boutique consulting firms or internal strategy teams – if you are really passionate about consulting there is still an opportunity to find a career in the industry

• Talk to the BCC about Alumni in medium-small sized firms

• The big global firms generally only extend around 10 positions for full time – set realistic expectations

• Talk to someone – QSB and Queen’s have dedicated resources and counselling for all students.

Book an appointment @ www.commerce.queensu.ca under “Counselling Sessions”

International Recruiting

This section aims to help students pursue some non-traditional opportunities (in the context of

Queen’s). The main topic of discussion is the process to get an offer for an office outside of Canada. This is something that is typically not found online on firm websites and discussed to a very limited extent in various published resources. In order to write this section, we went out and talked to alumni with international experiences, as well as the recruiters themselves. We also discuss how students should approach opportunities with firms that don’t take part in Queen’s On Campus Recruiting process. For students interested in joining an office outside of Toronto, you should be ready to welcome an additional onus: convincing the firm and the particular office that you’re suited for that desired location. It is paramount that you demonstrate some sort of connection with your desired location. This could be in the form of a family connection, language, or passion about the work in which a certain office has a focus. Future goals and prior experiences that align with the office location also help. If you ask to be staffed at the Paris office, but you have never studied French, then you don’t sound very convincing to the firm that you should be placed there.

An additional hurdle is to break through the target/focus school barrier. Most offices will tend to have a certain number of schools from which they recruit a significant portion of their new hires. These are the schools with which the recruiters are most familiar and with a strong alumni presence at the office, the

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candidates from these schools can be seen as “safe” hires. You have to further convince this office that despite being from a school with which they have had little experience, you will be a candidate with whom they are willing to take a chance.

In the case of international recruiting, tactful networking becomes much are value-adding. To learn more about the office, search LinkedIn to see if there are any alumni at the office to talk to. Another way to talk to the consultants is if you manage to connect with the recruiter at that office, ask to be introduced to the actual consultants. Talking to these people will also help you understand your target region’s culture and how business may operate differently there. In this process, an alumnus who is high up at the desired office can be an invaluable resource in getting the first round interview if they vouch for your application.

During the interviewing process, you should be prepared to encounter pushbacks from the recruiters. They will likely question your motives to work at the specific location in order to dig deeper into your thought process. For instance, if you tell them that your desire to work at the Palo Alto office is heavily driven by your long-standing passion in high tech and start-ups, they may rebut by asking why you wouldn’t be satisfied by getting staffed on a study with a high tech client, while working out of the Toronto office; after all, you would be a generalist and you can’t expect every study you work on to be with a client in the high tech industry. You should be ready to further counter such questions, and your responses can be significantly substantiated if you’ve talked to consultants at that office.

As for the interviewing format, you’ll likely still do first round interviews on campus as normal. Second rounds, however, can go a number of ways. There have been instances where the firm has simply continued to interview at the local office, and the candidate is then referred to the external office if they feel there is a good case. Other candidates have been flown out to do their second rounds at the

external office. Sometimes, a video conference interview may suffice. Some firms will also fly both interviewers and interviewees into the same office (see it as an “interviewing hub”) to conduct all their interviews. Essentially, different firms do different things, and procedures may even be on a candidate by candidate basis, so do your research and try to find out in advance.

Finally, make sure you will be able to get the proper work authorization. If you are applying for an office where you have citizenship, it is probably no problem. However, make sure you are allowed to work in Dubai before you set your heart on recruiting for that office. Also research if the firm is willing to offer sponsorship if that is a requirement. Typically, there is no issue getting firm support to get US work permits as consultants in Canadian offices often need to work with US clients. If you are going down to the US for an internship, you can get the US J-1 Intern permit. If you are going for full time after you finish your degree, the H-1B work visa is for degree-specific jobs, but there is a limited amount of these available each year. If you have Canadian Citizenship, applying for TN status is probably the better alternative.

And what if they don’t come to campus to start with?

These firms can be broken down into two groups. The first are the firms that regularly recruit out of undergrad for summers and full times, but don’t partake in recruiting at Queen’s (like Booz & Co.). The second group is those that don’t regularly recruit undergraduate candidates, and hence, they don’t recruit from Queen’s.

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In the former case where the firm’s active recruiting process simply doesn’t extend to Queen’s, it can be both promising and challenging. On the bright side, you know that they have positions for

undergraduate candidates. The challenge, however, is to break through the barrier of target/focussed schools where the firm actually does recruit. This is probably more challenging than breaking through the barrier for international recruiting because at least in international recruiting, the firm as a whole recruits from Queen’s. In this case, it’s possible that they have next to no knowledge of the existence of Queen’s. Networking here will be instrumental in getting your name out there and having the firm take a chance with you in an interview. Maybe even arrange for an office visit if possible.

In the latter case, they likely look for experienced candidates, in which case your candidacy as an undergrad from Queen’s doesn’t quite meet their criteria. One possible way to get exposure with the firm is to ask to intern for the summer after 3rd _{year, or even 4}th _{year (and maybe as an unpaid position),} with no guarantee of a full time return offer. If you impress them during your time there, they may change their minds about the full time offer. Obviously the way to make contact with the firm is to network with a recruiter (if they have someone designated to the role) or an actual consultant. Having an actual consultant push for your candidacy will be more effective. Sometimes, the reason they don’t recruit on campus is that they don’t have an active recruiting initiative, in which case you reaching out them will certainly get things rolling.

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PREPARATION