Here's the thing: if you work for a firm that recruits at a major school, students have probably been trained from day one to network. At schools like Queen's and Ivey, it's a well-oiled machine. 30 minutes to 6 hours after an information session, you receive a dozen politely-phrased e-mails from students requesting phone calls, coffee chats, case prep, hugs, freshly-baked cookies, inspirational life talks, and more. 

Here's the thing though - and I'll take myself as an example because my instinct is to help a student whenever possible - a consultant doesn't want to spend their time with a student who probably won't get an interview. It sounds cold, and unfair almost, but it's the truth. When you have limited time (and we all do), to a certain extent you HAVE to be selective. 

Posted by Khaled Kteily on in Networking & Reputation

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Every man should have a 'go-to' outfit (sorry, women... not exactly my area of specialty). And while Harvey Specter (above) looks like a million bucks, you actually want to go the other way. What every student needs - especially when you're recruiting - is a clean, simple, and professional combination of clothing 
that you can throw on at a moment's notice, without having to think about it. This is your go-to. 

And it doesn't have to break the bank, either. Below I outline how you can get this together on the cheap. Starting from the top...

1. Shirt (White, light blue) - $60-$100

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b2ap3_thumbnail_tie-handkerchief-and-three-piece-suit.jpgHow you think you look: suave, smooth, and like Justin Timberlake meets Johnny Depp. 

How you actually look: Like an (ahem) d-bag. 

I'd like to introduce a simple concept today: high risk, low reward. 

When you crack a joke with a consultant that you think will go over well, that's high risk but high reward. If you genuinely make him or her laugh, you've immediately won someone over. If they don't find it funny, they probably aren't going to go out of their way to ding you. 

Now high risk, low reward is the opposite. When you wear a tie clip, handkerchief, 3-piece suit, slick back your hair, bust out your best cufflinks, and flip that fedora onto your head, you are going to bring out 2 potential responses:

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While certain other sites (ahem) may charge you a couple of hundred dollars for this information, it's not rocket science. And to throw in an unrelated anecdote, a friend used the following quote in an I-Banking interview: "I'm an engineer. I can literally build rockets. Whatever you throw at me, I can handle" (Yes, he did make it to the final round).

Now back to e-mail addresses. Remember - before you e-mail an individual, or if you're looking for the right person to e-mail, Google "Firm Name + Your University + Recruiting".

A simple "Bain McGill Recruiting" search takes you right to Bain's McGill-specific page for recruitment, letting you know that Courtney Evans is the right person to e-mail. And what do you know, her e-mail is listed right there on the page. The second google link that comes up? BCG at McGill. Yes, folks, it's that easy. 

The following is the basic e-mail format for the major consulting firms:

McKinsey: This email address is being protected from spambots. You need JavaScript enabled to view it.

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I recently read an article on The Verge discussing various 'gentleman's agreements' between the major tech companies. Fascinating to see the insider's perspective on this - as well as copies of the actual e-mails sent to and from top execs at Apple, Google, Adobe, etc. 

Steve Jobs, for example, writes an e-mail to Ed Colligan, the President and CEO of Palm at the time, stating that their recruiting techniques were "not satisfactory to Apple". 

It's well worth the read, and gets you thinking; do consulting firms have similar agreements in place? You don't hear much about consultants being poached between one firm and another (at least below the partner level). Is this intentional or due to other factors? 

I suspect there's a couple of factors at play here: 

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Posted by Khaled Kteily on in Networking & Reputation

Full-time positions are tough to come by; internships are even more difficult by virtue of the number of positions available (generally a couple at each firm). Still - some students will be in the fortunate position of holding multiple internship offers. For those of you, congratulations! Here are a few critical points to keep in mind throughout the process:

1. Don't take forever to answer. 

This one is very important - the longer you take to answer a company, the less excited they think you are about joining. Don't keep a firm waiting for too long - a week or two is understandable, especially if they know you have other offers, but don't take longer than that, and give them a valid reason. At some point, you will have learned everything there is to know about the company - you don't need details about which cubicle you'll sit in, what type of laptop you'll get, and what the dress code is on Fridays. 

You've built good will by receiving an offer. Learn what you need to know and then make a decision. I've heard stories about students who received internship offers but took so long to reply that they lost all partner-level support - that hurt their reputation and prospects when they did accept the offer. Don't be that guy (or girl)!

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Most students will make one of two mistakes when job-hunting:

1. They won't use LinkedIn whatsoever

2. They will use LinkedIn incorrectly

The following is a great article by a student who managed to get into a major IBank (GS/MS/JPM) from a "semi-target" school through very targeted and effective use of LinkedIn. I've added some additional comments and perspectives about what he did right, what he could have improved, and what not to do when using LinkedIn to get an interview.

I got forwarded this e-mail from a friend at another consulting firm - a student at NYU applying for an internship sent out an e-mail to JPMorgan and despite a very strong CV, has essentially destroyed his chances of ever working in banking or consulting. A few words of advice, as well as a link to an article with the full text below -