麦肯锡招聘面试案例分析样题和答案(英文).doc

McKiney On line case study

To step through this case example, we will give you some information, ask a question, and then, when you are ready, give you a sample answer. We hope that the exercise will give you a sense of the flow of a case interview. (Please note, you can stop this exercise and pick up where you left off later. Your cookies must be on to use this feature).

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There are eight questions in this on-line case study. This case study is designed to roughly simulate one during your interview, so you will not be able to skip ahead to the next question until you have answered the one you are on. You can refresh your memory of previous answers by clicking the highlighted Q&A links to the left. To print the answer, click on the print icon that appears in the TOP RIGHT corner. At the end, you can print the entire on-line case study at once.

The case

Question 1

Client Goal: Double the number of recruits while maintaining their quality with minimal increase in resources expended

Our client recruits graduating college seniors for entry-level positions in locations around the world. It currently hires and places 500 graduates per year but would like to triple in size over the next ten years while maintaining quality. Assume that the increase must all come from hiring graduating seniors. (In an actual case, you may not be given this and other assumptions unless you ask.)

The client's current recruiting budget is $2 million annually, and while it is in a strong financial position, it would like to spend as few additional resources as possible on recruiting. McKinsey is advising the client on what steps it will need to take in order to meet its growth targets, while staying within its budget constraints.

Q1: What levers does the organization have at its disposal to achieve its growth goal?

A: Some possible levers are given below. It's terrific if you identified several of these and perhaps some others.

•Attract more applicants at the same cost

•Review the list of campuses targeted (e.g., optimize resource

allocation across schools). The review may result in adding certain

higher potential campuses and eliminating other ones that appear to

have more limited potential.

•Review recruiting approach at each campus (e.g., optimize

cost-effectiveness of messages and approaches at each school).

•Extend offers to a higher percentage of applicants while maintaining quality

(e.g., reduce the number of people who are turned down who would have

performed equally well in the job)

•Improve acceptance rates among offerees (e.g., better communicate the benefits of the job relative to alternatives or improve the attractiveness of the job relative to alternatives)