I interviewed at PwC (London, England) in Nov 2013
Interview
Applied in October 2013 and had the first interview 4-5 weeks after. First we talked about commercial awareness "tell me about a recent business story that interests you" and then we moved on the the competency questions. The interviewer asked 2-3 questions for each of their core competencies and she also asked a lot about the examples I made, e.g. what did you do then, how did the person react etc. So make sure to know your examples properly.
I was invited to the assessment centre in early December. We had a numerical test, a logical test, written exercise and group exercise. I passed the tests and written exercise, but should have contributed more in group exercise.
Tip: The numerical and logical test are more difficult than online mainly due to two factors: 20 questions for 20 minutes and then it is paper-based, which is just more time-consuming, because you have a separate answer sheet. So practice, practice, practice.
Tip written exercise: be really careful to manage the time. Many of the people did not finish the report. Make sure to structure it nicely e.g. introduction, different solutions and pros/cons for each and a conclusion in the end.
Tip group exercise: They also evaluate you on your notes, which I was not aware of, and they ask you to evaluate yourself afterwards. Make sure to structure your notes properly when taking down notes of the other group member's information and make it clear that you calculated the budget. For the evaluation part, you probably know your weaknesses already so think about how to write it on the evaluation form.
Interview questions [1]
Question 1
Tell me about a time when you experienced another person doing something unethical and what did you do?
First there was a screening phone call. Then I was called to spend one full day on-site. It had presentations of the different departments, then some easy group dynamics, and speed interviews. They called me the same day, and had a final intevriew with a partner.
Caso de negocio con un par de brain teasers. Los casos no sob muy complicados pero los brain teasers si. Preguntas fit bastante normales y los entrevistadores muy amables. Recomiendo el proceso.
Il processo di selezione prevede un primo colloquio HR per valutare motivazione e fit culturale, seguito da due colloqui tecnici per approfondire competenze specifiche. Infine, un assessment conclusivo consente di verificare capacità pratiche, problem solving e coerenza complessiva con il ruolo.
