Accenture recruiting is a non-stop process.  One of Accenture’s core values is to constantly and aggressively seek out the very best people, regardless of race, religion, nationality, gender or orientation.   For more information on Accenture’s recruiting process click here.

Step one in preparing to be interviewed by Accenture is to get to know Accenture.  A good place to start is right here:

Accenture’s constantly updated website provides a comprehensive look at what Accenture does, what companies and agencies it works with, and its corporate philosophy and environment.  You should know all this cold by the time you are interviewed.

Another good resource on the Accenture site that you should read prior to interviewing is this recruiting and careers blog:

Accenture recruiting uses three different types of interviews, depending on what level of the process you are at and what the interviewer needs to learn about you.

The Screening Interview. More common at the initial stages of the process, this interview is your opportunity to flesh out the information on your application materials.  The achievements and experiences that you had to edit or condense in your resume you now can discuss at greater length.  Your goal at this stage:  to transform yourself from a page to a person.

The Behavioral Interview. This is the interview in which you weave the various facts of your background into a narrative of success.  The questions you will be asked will be about moments in your career to date that show how you approach problems and what skills you bring to bear.  Before you go into a behavioral interview, have some examples from your biography in mind.  Your goal at this stage:  To give the interviewer an understanding of how your accomplishments of the past are an indicator of your accomplishments to come.

The Case Interview. This interview is more common later in the process, when Accenture recruiters have a good sense of your past record, and now want to get an idea of how you will perform if you are hired.  The interviewer will describe a situation with a problem to be solved or challenge to be addressed, and right on the spot you will analyze the challenge — sometimes using basic math calculations, sometimes logic or expertise — and produce an answer or a recommendation.  Your goal at this stage:  to show off your ability to think and solve on your feet and leave no doubt that you are prepared and ready for the job you are seeking.

Master these interviews, make it through all the levels of Accenture recruiting – and congratulations.  You are now the newest Accenture employee.

Accenture recruiting not only seeks out experienced professionals and exceptional college graduates, it even sizes up potential employees while they are still in college. Accenture has a variety of internships, student programs and outreach efforts to potential minority and women recruits. They include:

Undergraduate Summer Internships: Some student interns don’t get paid.  The ones who work at Accenture branches across America do.  And along the way, they get something even more valuable than a paycheck — practical, hands-on experience in the world of high-end consultancy.

Accenture’s Student Empowerment Program: This unusual program follows students from their sophomore year to graduation.  Specifically targeting those scholars interested in futures in business and technology, the program establishes a relationship with the Accenture community that can lead to a post-graduation career.

Accenture Women’s Networking Forum: A series of one-day networking events at Accenture local offices for high-performance female juniors and seniors to develop leadership abilities and mentoring ties with women who already have thriving careers with Accenture.

Accenture also proactively recruits at colleges that historically serve the African-American and Hispanic communities.

However, you come to Accenture, sooner or later you will go through some variation of the recruitment process described above so be sure to prepare and practice.  Good luck!