On the other hand, it is not obligatory to be a Sharlock Holmes to amaze a recruiter and quickly to resolve the problem set by. Small preparation and consider, workplace is already yours.

Working in consulting sphere is very responsible employment. Therefore a recruiter wishes to see a thinking person, who not only finds the effective decision of a problem, but also is able to analyze the received information. The Case-interview is attractive for this purpose as well as possible: its essence consists in forcing you to think in real conditions.

In the course of flight of thought you can create one model of the decision of the problem set up, and can develop the whole system consisting of separate approaches. However it is important that you all the same have shown the ability to think structurally, instead of separate, taken out of context, conclusions.

«A case-method is an uncertain science», - tells Michael Gibni, the project head in PricewaterhouseCoopers, - «but it can be  possible applied on 30-45 minute interview». As recruiters are going to measure immeasurable - that is, your analytical abilities, a case-interview differs from standard interviews a little bit.

In the majority of cases of the case-interview a recruiter sets a real problem before an applicant for work reception. Typical categories are those:

Company strategy: «My client thinks to make purchase and …»
Games for brains: «How many tennis balls are in the USA?»
Development: «Why is the factory of my client is non-profitable?»
The sizes of the market: «How much extensive the global market of conditioners?»

Though, every recruiter has an approach to a case-interview, the purpose of such interview is only one - to  see, in what way you think. Therefore the search of right answer postpone to the best times.

Practice is the best master

You should be prepared to a case-interview. «Very quickly it becomes very clearly who is prepared and who is not», - tells Gybney. «Certainly, always there are things which cannot be expected, but is it a shame to ruin the things that depends on you».

Do not think, that if you studied at business school where the case-method occupied the most part of classes you are completely ready to a case-interview. Experts notice, that there is no difference between those candidates who were trained in case focused schools, and those who received MBA without accentuation of special attention on a case-method.

In any case, look through  possible variants of questions. Recruiters have a large quantity of tricky problems, therefore if your friend once told something to you about his interview, it does not mean, that you may not prepare.

Take your friend or a colleague and play in interview. Let him or her to familiarise with methods of a case-interview and ask you some puzzles. Exchange roles and feel yourself a recruiter, understand, that he wants. The more you will rehearse, the easier will be for you to cope with the present case-interview.

Pay attention to those spheres about which you know a little. Ask your friend or a colleague with whom you train, to ask you about something unfamiliar, about those areas, in which you are almost full zero.

We think, we think and once again think

When it comes to a business strategy and marketing concepts, do not hope, that an interviewer will lay out completely all information. You should show the initiative and ask him some details: what competitors the firm has, who the main clients are and other. Do not forget to learn also about company "mission" - if you do not know about the purposes and advantages of firm, your decision can appear valuable, but inappropriate.

Search for a correct way to the answer on a sheet of paper. A pen, a pencil, a notebook and a laptop are invariable attributes of any interview. Do not forget to sound a course of the thoughts - only axioms do not demand proofs.

Let Porter not to be with you

Some recruiters just hate using of standard analytical models and approaches. Others recruiters only wish to hear them. To please both of them, use models, however do not deviate from a subject.

Alene Koveni, The Vice-president of L.E.K. Consulting, warns about dangers of using of the models: «When a person too much depends on frameworks of any model, he cannot understand deeply enough the problem set up before him». Quite correctly, after all your client certainly would like to hear from you a concrete advice, instead of  receiving of an abstract idea.

If you all the same use models choose cautiously. If the case concerns the business beginnings, the Porter concept is really the best decision. If you speak about marketing, think about 4 P and 3 C.

«It is your definitive answer?»

Don't be  afraid to do a pause, but also do not brake. It is silly to tell any nonsense instead of valuable ideas, very silly to give the hasty and rash answer. So you can come to the most unpleasant thing -  to start contradicting yourselves. Remember that you are not on the show where it is necessary to guess a right answer faster. You are at a case-interview, which lasts about 30-45 minutes, and right answers do not exist at all.

On the other hand, don't be too weakened. There can be an impression, that  you in general don't care about the work, and you have got on interview absolutely casually. Do not forget that it is necessary to answer questions, and in the end - it is obligatory to draw a conclusion.

Leaders, leaders, leaders … ….

The number of the companies in the second and further rounds apply group interviews in their  practice . It is done besides for you - to understand, how much you get on with colleagues. If you have a supporting role, instead of leading, do not despair. It does not mean at all, that yours leading qualities remained not estimated, simply it is your role in a game. If a group is charged to definea leader independently, do not hasten to propose your nominee. However do not be also too timid - recruiters keep an eye out.

And at last. In any case, try to show a self-trust, instead of arrogance. «Certainly, graduates of business schools are talented and smart, but they will not receive work if they display the ego», - confirms John Flato, Cap Gemini Ernst and Young.