玛氏面试案例分析培训(Case-interview)
玛氏面试
其实现在也还没有决定去玛氏，内心在强大的挣扎中，一面是自己喜欢的公司和事业，一面是更高的职业起点和薪水，所以我也不知道怎么做决定。
还是攒人品写玛氏的面经吧。
玛氏的宣讲会因为和荷兰银行重了，所以没有去，不过后来听说有巧克力发，后悔了。
笔试波澜不惊，因为对SHL还是比较有信心的，那时候也没有笔试被鄙视的经历，但是玛氏的笔试还是挺难的，虽然我数学做完了还有检查，但是阅读就还有2篇没有做完。
比较ft的是我那个考场有人作弊，就是还没有宣布开始就有人开始做，我可以很清楚地看到我前面一排人的行动。
在这里，我还是想说，诚信第一，个人和北大的声誉要紧。
然后就是一面。
Group discussion还是非常有趣的，我自然而然当了leader，我也不知道怎么回事从什么时候开始，就开始领导小组的进度了，其实我最怕被人12.2-12.4去北京参加玛氏的终面AC，是抱着一种不知所措的心情搭上的飞往京城的飞机。
此次北京之行的收获不仅在于一个沉甸甸的结果，更多的是，在这短短三天内，我认识了一个曾未认识过的自己，收获了一个让我自己以及我的beloved的family和朋友都可以安心的我。
背景：这次进京，我不是一个可以轻松的可以高昂着头一笑而过的candidate。
我着实是带着压力去的。
而且这个压力是在我终面的前一晚戏剧性地达到了顶峰。
我的Job Hunting真正进行的只有三家：玛氏、太古和英博。
太古：暑期实习的地儿，原以为是很稳健的拿到全职Offer。
国庆期间，在正式招聘的网申都尚未截至时，我们8个实习生奔到香港直接参加了Final Interview。
然而之后结果一直未出。
拖到10月底，接到通知，公司决定给我加一轮太古航空的final面，同时并未告知我太古地产的结果。
11.2面完航空后，等了两周，在以为要出结果的时候，得到通知，说要等到12月初正式招聘全部结束后，给我答复。
（这中间夹杂了更为复杂的过程，若干。
省略。
）英博：因为对太古Offer的过于自信，导致基本没有备胎。
玛氏面试案例分析题
MARS InterviewCASE STUDYTelekenesis Inc.PricewaterhouseCoopers has recently proposed on, and appears to have won, a major engagement to create an information technology strategy for Telekenesis. PricwaterhouseCoopers has worked for Telekenesis in the past, but has not done any significant work for over a year and a half. This is PricwaterhouseCoopers’ first substantial engagement with the company.Company BackgroundTelekenesis was formed in 1992 by executives from four former Regional Bell Operating Companies (RBOCs) and two principals in Silicon Valley technology start-ups. One of the principals is from a start-up company that pioneered a new kind of wireless propagation technology.Telekenesis was founded on the principle that the current telecommunications industry is populated with companies who are almost congenitally incapable of optimizing their form of organization and culture to meet the competitive challenges of the 1990s. The founders believe that local loop technology, which relies on communication devices which are peers in a large technology community, where every device has a permanent and unchangeable identification, is the silver bullet of the telecommunications industry, and that the RBOCs are not ready or willing to exploit it. Local loop technology (LLT) is considered by RBOC management to be radical, unproven and unreliable.Telekenesis Inc. is modestly profitable, with $131,000,000 in sales and approximately 200,000 customers spread out over four adjacent, mostly rural geographies. Approximately 90% of its sales come from four small local telephone companies. The company's strategy is to use the operating experience and customer positioning of the four local telephone companies to develop and implement local loop wireless service or LLWS (often pronounced "laws"). The concept behind this service is based on the fact that the current phone companies control wiring to and from a central office facility. This facility is in effect a big switching box. The central office acts like a big hub with many spokes radiating from it. LLWS eliminates the central office and substitutes simple, unobtrusive, premises wireless relay equipment. There is at least one local loop server facility that is somewhat analogous to a central office but not needed to maintain service. The server facility is used to monitor quality and provide a trap for billing.Local loop wireless services are fully integrated. They include telephonic communication as well as cellular, pager, on-demand video, and "highway" services. Highway services permit companies within the local loop to communicate with each other as if they were on a large universal local area network. Computers located in both home and office are immediately interconnected by the local loop. Importantly, there are literally no wires involved in any of these services (except of course for plugging into the wall to get electricity). Physical customer hook-ups are non-existent. Customers are granted access, and services and information are secured through software interfaces in LLWS devices, such as television sets, laptop computers, pagers, etc. Telekenesis has a number of arrangements with software and hardware vendors to create LLWS devices.Understandably, the industry discounts LLWS as another "high tech California fantasy." Bell Core engineers, while acknowledging the future potential of local loop technology, dispute Telekenesis's claims that the bandwidth and quality is actually present in production, commercially available products to be installed in the real world.Telekenesis' doctrine is to completely convert all 200,000 current subscribers of the four local phone companies at once, with no phase in. Each of the four local companies will be converted separately. Telekenesis bought the four local phone companies in order to have large scale pilot sites for local loop wireless services. Telekenesis' fundamental business proposition is that the changing regulatory landscape will allow it to compete with local Bell telephone companies, providing a higher performance,lower cost alternative to the existing local phone companies for local and long-distance telephone service, paging, cable t.v., and cellular phones.Industry TrendsThe early 1980s were a time of turmoil for the telecommunications industry. For the first time in history, AT&T was deregulated and lost its monopoly status. This meant competition for AT&T where none had existed before. Long-distance was the arena of competition."Telecommunications" includes much more than simply making a phone-call. It encompasses cable television service and network connectivity which brings interactive television, shopping forums, education and information services into the home. The phone lines that the telecommunications companies control enable computers to communicate from remote locations, and can gather information from databases and news services around the world within seconds.The possibilities for profits in this arena are practically limitless, and the sphere of competition is expanding. Up to 1994, only long-distance carriers were in competition, but local calling areas are going to be opened up for competition in the late 1990s.Telekenesis OrganizationThere are currently three business units: 1) residential, which is divided into the "plain vanilla" customers that have only one phone line into the house and no add-ons such as cellular phones, pagers, additional lines, etc. and 2) residential customers who have add-on services and are good candidates for taking advantage of the new technology; and 3) small business. Each of Telekenesis's business units has a President who reports to the CEO. In addition, R&D and Technology Assurance, essentially a quality management program, also report directly to the CEO. Telekenesis is tightly controlled by the principals who founded the company and all the senior positions just described are held by the founders.There are really no Corporate functional areas such as Finance, Purchasing, Distribution, and Human Resources. These functions exist in the original phone companies as they did before the companies were acquired. An outsider with the title of Chief Financial Officer runs the Corporate functional area. She had a brief tenure as the CFO of an RBOC. The Technology Assurance Group helps support the existing communications and networking infrastructure.Telekenesis Current SituationPricewaterhouseCoopers was retained because of their knowledge of the RBOCs and an audit relationship with the four local phone companies. They were retained by Telekenesis for special start-up services, legal and regulatory counsel and assistance in dealing with obtaining additional venture capital financing. Because of the technology nature of Telekenesis, the PricwaterhouseCoopers Financial Advisory Services partner contacted IT Strategic Services. The Firm has now been asked to deal with the operational dimensions of Telekenesis as it commences detailed tactical planning for LLWS activation. Another management consulting firm is providing some business strategy consulting to Telekenesis. PricewaterhouseCoopers has been asked to propose on three major stages of work: 1) process vision; 2) tactical doctrine; 3) infrastructure and value. These are meant to give Telekenesis "process efficacy." This is their language.The current company is, in effect, the combination of the four small southern telephone companies that were acquired and are now operated by Telekenesis. However, except for top management, the vast majority of employees of the telephone companies were retained, as were the administrative and operational support systems. Some of those employees are very excited to be able to participate in this opportunity, but a lot of the old timers are dubious and apprehensive.All telephone company processes and functions are essentially the same as before the acquisition by Telekenesis. Telekenesis concentrated on establishing a simple, "no frills" system for collecting financialand operating information on the telephone companies but did virtually nothing to change the actual operations of the companies.Marley and Cratchet (the two silicon valley entrepreneurs) expect that the consultant selected will be able to bring fresh creative ideas to the process of what they term is "...creating a 21st Century company for a 21st Century business." Included in their definition of process efficacy is the notion of "enterprise extensibility," or put more simply put the capability to seamless team with external suppliers in a variety of value-adding, integrative relationships that can be episodic or persistent. Particularly important is the aspect of Telekenesis strategy in which vendors will provide LLWS compatible devices to customers who will pay a one-time $15 fee for the equipment.All four Telekenesis executives expect that the process efficacy initiatives will include information systems and technology strategy and planning. They want the consultant to provide a guaranteed "operational profile" that states that the recommended configuration of hardware and software, costing $xx and operational by 19yy will be able to support the local loop wireless service business.There are four distinct flavours of legacy systems across the four companies. Hardware and software is different, with three of the companies having an IBM mainframe in addition to other computers. Telekenesis installed IMRS on a high end x486 computer to provide financial consolidation and reporting of the four companies. Spreadsheet disks prepared at month end are FedExed to Telekenesis home office in Bernardsville, New Jersey and loaded into IMRS.Questions：Do you believe you have enough information to develop an Business/IT strategy for this client? If no, what additional information would you require?What skills would the consulting team need to successfully complete this engagement?How would you structure the work for this engagement?What are the risks that Telekenesis faces?What types of business processes will be needed?How would you integrate the processes of the four existing local phone companies and Telekenesis?。
【海归招聘会】玛氏面经-从网申到终面
【海归招聘会】玛氏面经-从网申到终面离接到offer call已经过去九天了，在这个网站获得了很多前人的宝贵经验，所以今天有空来写写我从网申到终面最后拿到offer的全部经历，回报论坛，也是对求职以来的总结，希望能帮助到后人～楼主是985、211小硕一枚，非食品科学专业，有两份500强外企（医疗，营养品）实习经历。
因为是个纯正的吃货，热爱尝试各种食物并且自己喜欢做点吃的，所以希望今后能从事食品研发，投了好几十份简历，但是可能专业不对口或者没有相关企业R&D实习经历，加上经济不景气，好多企业只招sales，收到的回音寥寥无几，其他行业虽然好些进了终面，但是可能看出楼主并没有真的热爱这份工作，最后都没有回音。
说这些是想鼓励大家只要真心对这份工作热爱，肯定能找到合适的工作，最重要的是想清楚自己喜欢做什么并well prepared.1.网申楼主是2015.09.19投的tt岗，填的就是基本的教育背景，社会实践之类的，有3个英文的open question，分别是a.What was the biggest achievement you have accomplished in university? Please describe how you did to get it done. b.Please describe one of the most difficult and demanding tasks you have had in university. What did you do to overcome it? c.Please describe the most successful case that you have inspired or motivated others to take actions and reach the goal. How satisfied/dissatisfied were you with that， and why? 从这些问题中可以看出，即使是tt岗，mars&wrigley也是很看重leadership和problem solving skill的。
玛氏面试感受分享南京大学小百合站
玛⽒⾯试感受分享南京⼤学⼩百合站相关推荐玛⽒⾯试感受分享（南京⼤学⼩百合站） 信区: JobAndWork 标题: 玛⽒⾯试归来，与各位分享感受(from UIBE) 发信站: 南京⼤学⼩百合站 (Mon Dec 10 22:49:29 2007) 转⾃对外经贸同学的blog 昨天结束了玛⽒的终⾯回到学校，两天的AC(评估中⼼)轻松⼜紧凑，公司提供了豪华的温 泉套房和丰盛的⾷物，虽然我是抱着度假的态度过去的(因为基本已经决定签下我更喜欢的 强⽣医疗)，但是还是很认真的对待了整个⾯试过程，也从中学到⼀些新的东西，衍⽣出⼀ 些新的想法。
下⾯做⼀个简单的分享，希望能对今后⾯试的朋友们有所启发。
关于Case Study 我今年AC的第⼀部分就是个⼈的Case Study, 90分钟时间，⼤概8页的英⽂材料，主要是 让你作为⼀个咨询顾问为⼀家公司提出新的市场和销售策略以提⾼公司的销售业绩和财务 表现。
材料中的内容⾮常全⾯，涵盖了公司财务，销售，市场，⽣产以及物流等等内容， 也包括⼤量的财务数据以及竞争对⼿的情况。
你需要在90分钟内分析材料并且写下你想要 Present的内容，时间⼀到所有的材料上交，在最后演⽰前没有机会再看，所以记忆也⾮常 重要。
我的建议： 1，不要过于注重每⼀个细节，但Present的内容尽量要有数据⽀持!⼀般的Case Study 中都会有不少数据，并且很多都需要进⾏计算。
但是在时间有限的情况下，想要⽤很精确 的计算结果以及数学模型来解决问题是不太可能的，所以建议⼤家不要将所有精⼒都集中 在复杂的数据上，挑那些最能⽀持⾃⼰最终⽅案的数据并且做⼀些简单的计算，这样既能 节省时间，也不会显得结论过于主观。
2，说出材料中没有的东西!由于信息量⽐较⼤，阅读就需要⽐较长的时间，⽽且还要动 笔写，所以留给我们分析的时间并不多。
但分析的过程在我看来最为重要。
⾯试官希望听 到材料中没有的`东西，希望听到新的⽅案和观点，⽽不是对于材料内容的总结和概括。
玛氏面试案例分析题及答案
MARS Interview(Case Study section)Case 1: Coffee ShopThe ProblemA friend asked me if I wanted to buy his coffee shop for $100,000. Do you think I should do it?Information GatheringRead this information well before you give the case. Share this information in each bulletonly if the candidate asks for it in a clear and deliberate way. Location: The coffee shop is in Vail, ColoradoProducts/Prices:Cup of coffee, $4.00Bottled Water, $2.00Pastries, $3.00Variable Cost:All products have a 50% marginCustomers:The shop serves mostly locals, not tourists, so demand is consistent throughout the yearOther Costs:Rent was $500 per monthWages (for 2 employees) were $8.00 per hour.The shop is open 12 hours a day, six days a weekTell the candidate that he can assume that the coffee shop will bring in consistent profits.AnalysisThis is a valuation question. So to get the value of the coffee shop we need first to get theprofitability.RevenuesEstimate market size.Assume that the coffee shop gets 10 customers per hour in slow hour and 20 customersper hour in a busy hour. The first and last 2 hours of the day are busy hours. So the coffeeshop gets 20x4 + 10x8 = 160 customers/day.If we assume all the hours as busy hours on Saturday, then we have 20x12=240 hours on Saturday.Number of customers / week = 160 x 5 + 240 x 1 = 1040Number of customers / year = 1040 x 50 = 50,200Assume 60% of customers order coffee, 30% order pastry, and 10% order a bottle of water, then the spend is:50,000 x 60% x 4 + 50,000 x 30% x 3 + 50,000 x 10% x 2 = $175,000Fixed CostsRent = 500 x 12 = $6,000Wages = $8 x 12 x 6 x 50 = $30,000We can also make assumptions about utilities and insurance.ProfitsProfits = 175,000 x 50% - 36,000 = $52,500Assume a 40% tax rate:Profits after tax = 52,500 x (1-40%) = $31,500ValuationIf we assume that the coffee shop is in operation for 5 years and we use a 10% WACC, then its value would be:Value = 31,500 + 31,500/ 1.1 + 31,500/1.1^2 + 31,500/1.1^3 + 31,500/1.1^4 = $131,000ConclusionAs long as the sales would be consistent for the rest of the 5 years, it would be profitable to buy the coffee shop. Further analysis could be done on the management experience and the competition to ensure that sales would be consistent.Case 2: HEALTHThe ProblemA US health care provider suffered a profit decline last year. You are hired to solve this problem.Information GatheringRead this information well before you give the case. Basic information shouldbe given as the candidate asks for it, but the rest of the interview is very directive. The candidate is supposed to follow the direction and do the math confidently. The interview style is pleasant and helpful.Background Information• The key revenues come from commissions.• H Health signs contracts with patients and provides medical services.• H Health has 300 contracted physicians.• A “referral” is necessary if certain medical treatment/service can’t be provided by Health’s contracted physicians.Question 1: How would you approach this problem?Answer:Profit = Revenue – Cost= No. of patients * (unit price – variable cost) – fixed costThe candidate can be creative to come up with possible reasons for revenue decrease andcost increase. Some examples –Revenue declined:-number of patients dropped-unit price dropped-competition grew their market shareCost increased:-VC: number of visits increased (e.g. major flu), per person cost increased (e.g. cost ofthe medicine), referral cost increased-FC: physician’s salary increasedQuestion 2: Competitor analysis – why is our referral cost higher than the competitor?H Health SunshineNumber of patients 300,000 500,000Referral cost $20 (per member, per month) $15 (same)Answer: (again, the candidate is encouraged to be creative)- Economies of scale- Lower administration costs-More contracted physiciansQuestion 3: Assuming none of the contracted physicians have the specialty of cardiology, estimate the number of referrals per year for cardiology based on thefollowing information:Number of patients: 300,00020% of the total population is > 65 years old, and 30% of them need treatmentFor the rest of the population, there’s a 10% chance for them to require the treatmentThe treatment usually requires 5 visits to the doctor per year.Answer:>65 years = 300,000*0.2*0.3 = 18,000<65 years = 300,000*0.8*0.1 = 24,00042,000*5 times/year = 210,000 (times/year)Question 4: The actual number of referrals is 300,000. Why is it higher than the estimate?Answer:population-They underestimated the number of visits per year-More demanding patients ask to be referred even if they don’t have such issues-Physicians refer non-cardiology patients because they don’t want to take the risk and are not motivated to provide services even if they are capable Question 5: How much does the number of referrals have to decrease in order to justify following incentive plan to encourage contracted physicians to be more responsible?Incentive plan:Bonus: $100,000 / year to top 10 physicians with the lowest referral rate Training: $1,000,000Referral cost: $200 per referralCurrent no. of referral: 300,000Answer:Total cost = 2,000,0002,000,000/200 = 10,000Question 6: If the incentive plan can reduce the number of referrals by 5% for yearone and 2% for year two, what is the total saving?Answer:Y1 = 300,000*5% = 15,000Y2 = (300,000 – 15,000)*2% = 5,700Total saving = (15,000 + 5,700)*$200 - $2,000,000*2 = $140,000Question 7: Apart from Cardiology, how can H Health improve the number of referrals in general?Answer:-Increase training to improve physician’s capability-Extend the incentive program to other departments-Improve the quality of relationship with the patients and build up the trust-Improve/remove physicians who are outliers with extremely high referral rate -Increase the no. of contracted physicians-Partner with other health care provider to lower referral costConclusionAccording to the example of cardiology, H Health should improve its profitability by lowering the referral cost. H Health can• reduce the number of referrals, and/or• reduce the cost per referral。
咨询业面试必看 case interview 及其经典案例分析
(1) 什么是Case Interview?一般来说，Case Interview主要针对咨询公司面试而言。
也有一些公司如Dell二面会用一些小case来考察面试者的应变能力、考虑问题的全面性以及逻辑分析能力。
咨询公司的Case Interview可以分成两个部分，一开始先是Warm-up。
在这一部分，你可能需要自我介绍，然后大致回答一下面试官针对简历以及个人选择提出的一些问题。
接下来才是真正的Case Interview。
简而言之，Case Interview就是现场对一个商业问题进行分析的面试。
但是和大多数其他面试不同，这是一个互动的过程。
你的面试官会给你提出一个Business Issue，并且会让你给出分析和意见。
而你的任务是向面试官有逻辑的提出一些问题以使得你能够对这个Business Issue有更全面，更细致的了解，并且通过系统的分析最后给出建议。
一般而言，Case Interview是没有绝对正确的答案的。
面试官看重的不是答案，而是从面试过程当中你表现出来的分析能力和创造力。
对于大学毕业，没有工作经验的学生来说，大多数情况下Case不会很难，也不会需要你对那个行业有系统的了解。
Case Interview一般是一对一的，一轮会有两个Case Interview，由两个不同的面试官来负责，每个Interview持续45分钟，包括10-15分钟的warm-up以及一些Behavior questions，剩下的30分钟就是讨论Case。
10-15分钟的Warm-up一般用英文，Case可能是英文，也有可能是中文，不同的公司以及不同的面试官对语言是有不同的偏好的。
(2) 为什么使用Case Interview?由于咨询师在工作上的不少时间都是在和客户以及同事进行相互的沟通，同时咨询工作本身的特点要求咨询师必须具备一系列的特质才能够成功。
这些特质包括：在压力之下保持冷静，对问题能够很快的根据细节建立假设，并且运用很强的逻辑分析能力来解决问题等等。
玛氏面试培训题目-开放性问题
玛氏官方发布的开放性问题命题（原题）：玛氏3人团队开放（open）问题：请在你们团队中拿出一个最理想的毕业生培训项目。
要求不可以抄袭其他公司（包括玛氏）的设计方案，而是你本人和团队成员讨论得到的想法。
设计时，可以包括以下几个方面：项目的目的是什么？项目的目标学员是什么样的群体？项目应有的机制？经过项目培训，学员的职业路径是怎样的？这项培训计划应提供什么样的职业机会来支持学员的发展？该项目的成功标准是什么？该项目对于公司的投入会有怎样的合理回报？如何确保该项目的市场竞争力？参考作业【培训题目】：储备管理人员应具备的观察与发现能力【培训目的】：做一个好的管理者，首先要学会正确的观察方法，继而形成快速发现问题的能力，接下来才能对症下药解决问题。
而所谓管理，实际上就是管理者以独特的视角发现问题并解决问题的过程。
在这个过程中，观察和发现是最具感性的能力，而解决问题是理性较强的环节，后者能够较为轻松地通过学习而习得，唯有前者需要从各种生活细节及习惯去培养。
本课题就是让学员尽快形成这种观察与发现的行为态度，为未来晋升为合格管理者做好充分的准备。
【培训对象】：本培训主要面向志在成为管理者的、具备一定独特视角的潜力型学员【培训系统】：1、培训方式：生动的理论讲解结合沙盘实战理论讲解，是将观察与发现能力就行形象的拆解，主要通过各种案例来表述，比如援引公司内部、知名企业的典型管理案例以及部分管理寓言来展开阐述，通过这些生动的案例，学员会对观察和发现有一定的感悟，比枯燥的理论知识更加容易学习和融会贯通。
沙盘实战，这是学以致用最关键的一环，也是检验学员阶段性学习效果的重要工具。
本案培训中，沙盘实战环节将会安排两个场景：卖场现场实战演练和项目小组讨论。
卖场现场实战演练又包括对静态陈展的观察训练和对路演的组织发现。
静态陈展的观察会训练其站在顾客角度发现陈列与购买欲之间的关系，从而使其发现陈列的造型和位置对顾客购买动机的影响。
玛氏公司面试无领导小组讨论试题
玛氏公司面试无领导小组讨论试题玛氏面试无领导小组试题无领导小组讨论是指由一组应试者组成一个临时工作小组，讨论给定的问题，并做出决策。
这种考题是玛氏面试过程当中常见题型。
由于这个小无领导小组讨论组是临时拼凑的，并不指定谁是负责人，目的就在于考察应试者的表现，尤其是看谁会从中脱颖而出，但并不是一定要成为领导者，因为那需要真正的能力与信心还有十足的把握无领导小组讨论技巧无领导小组讨论技巧：：1、无领导小组讨论的答案本身并不重要，陈述你的答案之理由的过程极其重要；2、每次发言时，都要保持条理性、流畅性；3、要有全局观念，在讨论中没有领导，你要争取扮演了实际上领导的角色；关键环节、出现冷场、争论过分时，你要挺身而出；4、最后代表小组发言的角色不见得是分数最高的选手，你如不能保证做到上面第2条，就不要去争取代表小组发言；玛氏常见考题（一）海上自救情境：你们正乘一艘科学考察船航行在大西洋的某个海域，考察船突然触礁并迅速下沉，队长下令全队立即上橡胶救生筏。
据估计，离你们出事地点最近的陆地在正东南方向100海里处。
救生筏上备有7件物品，除了这些物品以外，有些成员身上还有一些香烟、火柴和气体打火机。
问题：现在队长要求你们每个人将救生筏上备用的7件物品按其在求生过程中的重要性进行排列，把最重要的物品放在第一位，次重要的放在第二位，直至第7件物品。
请你们一起讨论，在25分钟内定出一个统一方案。
并推荐一名代表向面试考官汇报并推荐一名代表向面试考官汇报。
附：排序用的物品指南针小收音机(一台)剃须镜航海图(一套)饮用水巧克力(二公斤)蚊帐二锅头酒(一箱)机油钓鱼工具(一套)救生圈驱鲨剂(一箱)压缩饼干(一箱)15米细缆绳30平方尺雨布一块（二）沙漠求生一、内容1、在炎热的八月，你乘坐的小型飞机在撒哈拉沙漠失事，机身严重撞毁，将会着火焚烧。
2、飞机燃烧前，你们只有十五分钟时间，从飞机中领取物品。
3、问题：在飞机失事中，如果你们只能从十五项物品中，挑选五项。
玛氏求职宝典
玛氏求职宝典前言玛氏公司是一家由私人家族弗兰克·马斯(弗瑞斯特·玛氏)创立于1911年拥有的跨国公司，主要业务涉及零食类(糖果巧克力)、宠物类、主食和电子产品的制造和营销。
目前公司年收入逾300亿美元，全球同事总数65,000名，分别在全球68个国家的370个分支工作，其中包括135家工厂，产品行销100多个国家。
其中，糖果巧克力类产品和宠物类产品销量分别位居全球同类产品首位。
目前全球有三分之一的宠物每天都在食用玛氏公司的宝路狗粮和伟嘉猫粮。
为了帮助广大想进入玛氏公司工作的应届毕业生在竞争中脱颖而出，顺利得到玛氏公司的offer，应届毕业生求职网()职场专家收集相关的资料，根据近几年的玛氏公司校园招聘的实况，总结出玛氏公司的求职宝典(2014修订版)，供2014届应届毕业生参考和借鉴。
本宝典本着为想进入玛氏公司的同学服务的目的，帮助大家更好地了解玛氏公司而编撰。
宝典分为八部分，包括企业背景、福利待遇&职业发展、校园招聘、宣讲会秘籍、网申秘籍、笔试秘籍、面试秘籍、常见问题(FAQ)。
其中前两章介绍了玛氏公司的背景资料，比较详尽。
在这两章中，我们对玛氏公司发展历程、企业文化、主营业务、业内地位、福利待遇、员工关怀、职业发展空间等大家最关心的问题进行一一阐述，详尽直观。
在其后的六章中，我们通过对玛氏公司的整个校园招聘流程的分步解读，为关注玛氏公司的求职者提供了详尽、实用的求职攻略。
让同学看完本宝典后，对玛氏公司的校园招聘有一个更深的了解，求职时更加得心应手，成竹在胸。
下面，让我们站在应届毕业生的角度，以职场第一手信息，从根本上解决求职者的疑惑，详细解答进入玛氏公司的每一个关键步骤。
目录前言 (2)目录 (3)一、企业背景 (5)1.1玛氏概况 (5)1.1.1企业名片 (5)1.1.2发展历程 (6)1.1.3组织机构 (7)1.1.4企业文化 (7)1.2主营业务&业内地位 (9)1.2.1主营业务 (9)1.2.2业内地位 (9)1.3工作地点 (9)二、福利待遇&职业发展 (9)2.1福利待遇 (9)2.2员工关怀 (9)2.3职业发展 (10)2.3.1晋升机制 (10)2.3.2培训机会 (12)三、校园招聘 (12)3.1 2013年玛氏校园招聘岗位&要求 (12)3.1.1 校招岗位&要求 (12)3.1.2 校招岗位对比 (13)3.2 2013年玛氏校园招聘流程&日程 (15)四、玛氏宣讲会秘籍 (15)4.1宣讲会信息查询 (15)4.2宣讲会小贴士 (18)五、玛氏网申秘籍 (18)5.1网申入口 (18)5.2网申内容 (19)5.3网申小贴士 (20)六、玛氏笔试秘籍 (21)6.1笔试概述 (21)6.2笔试真题&笔试经验 (21)6.3笔试小贴士 (29)七、玛氏面试秘籍 (30)7.1面试概述 (30)7.2面试真题&面试经验 (30)7.3面试小贴士 (34)八、常见问题（FAQ） (36)一、企业背景1.1玛氏概况玛氏公司是全球最大的食品生产商之一，是全球巧克力、宠物护理、糖果等行业的领导者，拥有众多世界知名的品牌。
快速消费品公司管理培训生面试经验(玛氏强生欧莱雅飞利浦)
快速消费品公司管理培训生面试经验（玛氏/强生/欧莱雅/飞利浦）【转贴】（一）MARS：玛氏笔试—AC说MARS一定要从网申开始，因为MARS家的网申不同于其他公司，它是需要组队参赛的。
一般MARS的招聘从6月份就开始铺天盖地的进行宣传，所以需要提前关注的。
出于对M&M 的热爱，偶当然不会放过。
找了出色的队友，写好项目策划，完成网申。
每年的项目题目不同，一般都跟环保和公益事业有关系。
幸运的通过网申，我和队友都很开心。
迎来了求职之路的第一场笔试。
MARS的笔试很考验英文能力，有听力，有复述，有翻译，当然也有数理逻辑。
偶那天状态不错，除了复述那段新疆义务教育情况时感觉比较糟，其他题都还比较有把握。
十一前知道笔试通过，于是开始准备群面。
感觉MARS的笔试主要还是考验英文能力，这一点在群面中也得到了证实。
因为群面里的对手个个都把英文说的跟母语似的。
这是求职之路挂的第一场群面，好像也是唯一的一场。
其实案例跟去年一模一样，也跟上一场好友告诉我的题目一样，也就是精心准备过的。
无奈群面真的是要看对手的。
也许是大家都明白MARS的小组面试通过率是非常低的，所以都全力想表现，完全忽视了TEAMWORK。
做为TIME-CONTROLLER的我多次提醒大家各退一步，选折中方案，但是个别队友还是坚持己见。
还有英文群面跟中文真的很不一样，英文的表达能力至关重要。
只进入MARS面试的人真的都能用英文很流利的争执，所以都不妥协。
面完我就知道，肯定挂定了，甚至可能整组都出不了线。
事实也的确如我猜想一般。
（案例应届生都有）一封拒信，结束了MARS的征程。
很感谢MARS给予的每个机会，继续买M&M，继续啃DOVE。
(二) Johnson& Johnson ：强生中国笔试—一面—二面—FINAL截止日那天完成的网申，挑了强生中国的MT. 强生有一堆公司医疗，制药，中国。
据说医疗最好。
笔试的通知是在半夜收到的，JJ家的笔试太无语了，居然考公务员的行测。
玛氏面试范本大全
玛氏面试范本大全八个面试无领导小组讨论经典问题1、废料处理问题背景在座的各位是ABC废料处理公司的项目执行小组，现在正负责为一家化工厂处理一批工业废料，任务是在限定日期之前把这些废料运输到一个指定的倾倒地区填埋。
该项目差不多通过环保局的批准。
在座各位最近听到消息说有人向环保局反映这批废料中可能含有一种专门的有毒物质，这种物质用通常的方法是无法检测出来的。
环保局正在考虑组建一个专门的小组使用专门的仪重视新对这批废料进行检验。
公司领导决定，让在座各位组成的执行小组赶在环保局重新检查之前倾倒这些废料。
因为假如废料被环保局禁止倾倒，按照公司与化工厂的协议，公司将进行赔偿，如此会给公司造成巨额的缺失，有可能导致公司倒闭。
同时项目执行小组的所有成员都将承担要紧的责任。
而假如现在就把这批废料处理掉，即使以后发觉里面含有有毒物质，公司也可不能受到任何处罚，因为差不多通过了环保局的批准。
任务要求每位小组成员第一利用用3分钟时刻认真阅读题目，然后利用25分钟时刻进行小组内部讨论，给出是否要在环保局进行调查之前将这些废料倒掉的一致的决策，以及你们将在决策后采取什么样的打算和行动。
达成一致意见后，请推选一名代表向公司决策层做2分钟的汇报。
2、面包销毁问题背景假设你是某面包公司的业务员。
现在公司派你去偏远地区销毁一卡车的过期面包〔可不能致命的，无损于躯体健康〕。
在行进的途中，刚好遇到一群饥饿的难民堵住了去路，因为他们坚信你所坐的卡车里有能吃的东西。
这时报道难民动向的记者也刚好赶来。
关于难民来说，他们确信要解决饥饿问题；关于记者来说，他是要报道事实的；关于你业务员来说，你是要销毁面包的。
现在要求你既要解决难民的饥饿问题，让他们吃这些过期的面包〔可不能致命的，无损于躯体健康〕，以便销毁这些面包，又不能让记者报到过期面包的这一事实？请问你将如何处理？说明：1、面包可不能致命。
2、不能贿赂记者。
3、不能损害公司形象。
任务要求每位小组成员第一利用用3分钟时刻认真阅读题目，然后利用25分钟时刻进行小组内部讨论，给出一致结论。
我去年应聘玛氏的一些心得
我去年应聘玛氏的一些心得管理培训生[此帖已被设为推荐] 发信人: Masquerade (流光飞舞), 信区: JobAndWork标题: 我去年应聘玛氏的一些心得发信站: 南京大学小百合站(Thu Nov 2 23:20:49 2006)我去年应聘玛氏的一些心得，和大家分享信息都是去年的，和今年的实际情况也许会有出入一、收集资料前一年因为师姐加入玛氏，我对玛氏公司和它的管理培训生项目有了些大致的了解。
所以在我求职阶段，玛氏成了比较明确的一个目标。
Tips:在申请一个公司之前，通过多种渠道多了解一些它的情况：企业本身以及应届生在其中的发展情况。
当然，玛氏向来比较低调，可找到的信息不多，所以它的招聘宣讲等活动就显得尤为重要。
Mars Global的网站：/。
校园网里打开起来会很慢，有耐心的同学去读一读还是有帮助的。
其他的一些玛氏产品的网站，有兴趣的同学也可以去看看。
巧克力糖果德芙（暂无）Skittles（暂无）M&M’s：/us/士力架：宠物食品宝路狗粮：伟嘉猫粮：二、网申玛氏的网申和很多公司一样是依托于chinahr来做的。
但它的简历筛选是由公司自己完成，因此大家不必担心筛选者的责任心问题。
Tips:- 申请人在学校的表现、奖学金和外企实习/兼职经历是玛氏较为看重的；- 尽早开始申请，给自己留出充裕的时间回答open questions；- 英语水平很重要。
有志于外企的同学最好能在大学期间充分利用时间和机会提高英语水平。
三、笔试玛氏的笔试是SHL的题目，考题难度不大，但时间很紧。
我没做过其他公司SHL的考试，所以无法比较。
但个人认为玛氏笔试比宝洁解难考试难度稍大。
Tips:- 考题分数理逻辑和阅读两部分。
建议大家在考前去SHL的网站上做些例题，熟悉题型，安排分配答题时间，会很有帮助。
- 实际题目的难度感觉比网站的例题难度大，要做好心理准备。
- 数学部分是中文题目，图表分析。
图表是打乱穿插的，会比较费时。
具有典型意义的玛氏面经
具有典型意义的玛⽒⾯经相关推荐具有典型意义的玛⽒⾯经回想整个玛⽒从听宣讲，焦急等待笔试通知，意外接到⼀⾯通知，惊喜地去北京final assessment center，到拿到offer，真的有种恍如隔世地感觉（夸张了点，xixi）。
记得10⽉20偶和朋友三四挤到相辉堂，听着mars那个优雅的hr manager jane的演讲，吃着⽩送的巧克⼒，前⾯第⼀派坐的就是05的管理培训⽣复旦的lj.突然间，我飞到了北京，jane就和我在⼀张桌上吃饭，合影，lj带着我们组做游戏了，真是⼀种奇妙的实现。
我也疏理了整个mars之旅的⼼得和经历，希望跟⼤家分享哈。
mars的career talk就让全场⾮常high，不仅仅是⼏⽄⼏⽄送出的dove，还有他们不同于其他公司的直⽩，许多公司对于待遇什么都吞吞吐吐，mars是我见过最直⽩的公司，直接写出数字，引得场下惊呼⼀⽚（当然⽐投⾏，咨询，基⾦差远了，不过在fmcg⾥还是不错的）。
当时就觉得——这个公司，偶喜欢。
回来就在现在万⼈咒骂的chinahr上认认真真投了我⽹申的第⼀个简历。
不过令⼈⾼兴的是我收到笔试通知了。
mars的笔试就是shl，据说是⽐较难的，这也是偶事后才知道的。
考得不好，挤在复旦⼀个⼩教室，我都不能趴桌上做，做得束⼿束脚的，考了，偶觉得是没有戏了。
（多亏我和mt去闵⾏霸王笔kpmg，第⼀次亲密接触了shl，mars是我第⼆次做shl，结果我和他都进final了）然⽽，我还是挺幸运的。
收到⼀⾯通知了。
⼀改往年的face to face 的interview，mars今年是⼩组讨论。
还记得在兰⽣⼤酒店⼆楼⽩⽟兰厅，偶是那天8点半那场。
我到了那⾥在⾛廊⾥游⾛，“早上好”很⼤⼀声问候声吓了我⼀跳——原来是那个jane，给⼈感觉真是⿇利亲切。
我们的⼩组讨论有三个assessor站在房间不同⽅向，两个中国⼈，⼀个英国⼈。
我们组有7个⼈，交⼤硕男，浙⼤硕⼥，交⼤本⼥，复旦三个本本。
玛氏面试案例分析培训(Case-interview)
• Interpersonal skills • Communication skills • Organizational skills
Key Questions
Is the candidate relaxed and confident? Is the candidate engaging? Is the candidate a good listener? Is the candidate asking insightful, clarifying questions? Is the candidate good at organizing the information provided? Is the candidate good at developing a framework for analyzing the information? Is the candidate stating assumptions clearly? Is the candidate comfortable discussing the multifunctional aspects of the case? Is the candidate examining the organizational and cultural issues as well as the functional and strategic? Is the candidate approaching the problem at the right level of detail? Is the candidate thinking creatively? Is the candidate demonstrating analytical horsepower?
玛氏公司面试无领导小组讨论试题
玛氏面试无领导小组试题无领导小组讨论是指由一组应试者组成一个临时工作小组，讨论给定的问题，并做出决策。
这种考题是玛氏面试过程当中常见题型。
由于这个小无领导小组讨论组是临时拼凑的，并不指定谁是负责人，目的就在于考察应试者的表现，尤其是看谁会从中脱颖而出，但并不是一定要成为领导者，因为那需要真正的能力与信心还有十足的把握无领导小组讨论技巧无领导小组讨论技巧：：1、无领导小组讨论的答案本身并不重要，陈述你的答案之理由的过程极其重要；2、每次发言时，都要保持条理性、流畅性；3、要有全局观念，在讨论中没有领导，你要争取扮演了实际上领导的角色；关键环节、出现冷场、争论过分时，你要挺身而出；4、最后代表小组发言的角色不见得是分数最高的选手，你如不能保证做到上面第2条，就不要去争取代表小组发言；玛氏常见考题（一）海上自救情境：你们正乘一艘科学考察船航行在大西洋的某个海域，考察船突然触礁并迅速下沉，队长下令全队立即上橡胶救生筏。
据估计，离你们出事地点最近的陆地在正东南方向100海里处。
救生筏上备有7件物品，除了这些物品以外，有些成员身上还有一些香烟、火柴和气体打火机。
问题：现在队长要求你们每个人将救生筏上备用的7件物品按其在求生过程中的重要性进行排列，把最重要的物品放在第一位，次重要的放在第二位，直至第7件物品。
请你们一起讨论，在25分钟内定出一个统一方案。
并推荐一名代表向面试考官汇报并推荐一名代表向面试考官汇报。
附：排序用的物品指南针小收音机(一台)剃须镜航海图(一套)饮用水巧克力(二公斤)蚊帐二锅头酒(一箱)机油钓鱼工具(一套)救生圈驱鲨剂(一箱)压缩饼干(一箱)15米细缆绳30平方尺雨布一块（二）沙漠求生一、 内容1、 在炎热的八月，你乘坐的小型飞机在撒哈拉沙漠失事，机身严重撞毁，将会着火焚烧。
2、 飞机燃烧前，你们只有十五分钟时间，从飞机中领取物品。
3、 问题：在飞机失事中，如果你们只能从十五项物品中，挑选五项。
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Competitors
• Identify major competitors — Traditional — Unexpected substitutes
• Capital equipment
• Land • Buildings
+ ) Variable
• Labor • Materials • Energy
The “Four Cs”
Market Positsts
• Break down the company’s cost structure — Fixed — Variable
Recruiters look for three primary characteristics
Assess if the candidate has
aptitude for
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MARS CASE STUDY TRAINING
The Case Interview
Why case interviews ?
Snapshots of Consulting Engagements
Simulate a “typical” situation between a client and a consultant
• Creativity skills
Is the candidate thinking creatively?
• Analytical skills
Is the candidate demonstrating analytical horsepower?
TYPES OF CASE INTERVIEWS AND FRAMEWORKS
• Impact of channel strategies on market positioning
The “Four Ps”
Product
Place (Distribution)
Promotion
Price
• Organizational skills
Is the candidate good at organizing the information provided? Is the candidate good at developing a framework for analyzing the information? Is the candidate stating assumptions clearly?
• Strategic thinking skills
Is the candidate comfortable discussing the multifunctional aspects of the case? Is the candidate examining the organizational and cultural issues as well as the functional and strategic? Is the candidate approaching the problem at the right level of detail?
The Cost-Revenue Model
Profit
Revenue
Cost
( Price
X
• Price discrimination
• Changes in pricing structure
• Viability of pricing over time
• Discounts or couponing
• What are the competitor’s strengths and weaknesses — Profits — Costs
• Investigate market share
Channels
• Identify relative channel leverage — Sources of advantage — Sustainability
Minimal skill sets a
consultant uses daily
Case interviews evaluate far more than a candidate’s functional and technical skills
Skill
• Interpersonal skills
• Estimate the competitor’s cost structure
• Understand trends in cost structures
Customers
• Segment the company’s customer base — New/existing — Loyal/ switchers
• Competitor’s pricing
) ( Quantity —
Fixed
• Customer segmentation — New/existing — Loyal/ switchers
• Channel restrictions or temporary disturbances
• Changing consumer demands
Key Questions
Is the candidate relaxed and confident?
• Communication skills
Is the candidate engaging? Is the candidate a good listener? Is the candidate asking insightful, clarifying questions?