How Do Graduate Students Find Jobs In The Future To Deal With All Kinds Of Interviews?

How do graduate students find jobs in the future to deal with all kinds of interviews?

Clark: McKinsey tried to add a computer game that built coral reefs into its recruitment process. I experienced it. It turned out that I was not the material.

In the last 4 months, 2000 people who applied to McKinsey were asked to sit in front of the computer. The screen showed pictures of the island and a line: "this is an island with a rich variety of animal and plant ecosystems, and you are the guardian of this island."

This is the beginning of a computer game that McKinsey is experimenting with. The consulting organization is trying to jump out of its traditional recruitment range and find smart and skilled people outside the Ivy League school.

I learned about it a few weeks ago when I met a consultant who knew the inside story.

I wonder how strange it is. I wonder if McKinsey will let me play.

On that day, they really let me play, though I soon felt that they would rather not let me play.

From the beginning, everything went well.

In the London Office of the company, I was led into a room with a laptop computer, and several McKinsey employees explained why they wanted to test the game.

It turned out that even a company with about 750 thousand job seekers every year - and recruited less than 1% of them - was not immune to the impact of technological change.

Customers want McKinsey to help them cope with the world full of big data and other new digital technologies, so McKinsey needs more people who can provide this kind of help, and it is best to catch up with Google or Facebook before they get rid of them.

The problem is that McKinsey's interview process is a scenario simulation, and it is very difficult.

Glassdoor, a career review website, has listed McKinsey's interview as the most difficult interview in the world for three consecutive years.

This may discourage McKinsey's recruits, or make it harder for them to find them.

So McKinsey decided to try it out. If we add this island game to its heavy interview level, can we dig the right candidate?

But when the laptop in front of me was buzzing up, I could start to try it myself, and a feeling of deja vu had sprouted in my mind.

Since I last applied for a new company, I haven't realized this feeling for 15 years: the fear of applying for a job.

The people of McKinsey watched me silently beating up on the keyboard, and the distant memories deep in my heart surged up. I recalled the painful experience of speaking to the newspaper when I was applying to the newspaper.

McKinsey's game is not GTA.

First of all, I have to figure out how to build healthy coral reefs, which is more difficult than it sounds, even though the game has already told you what kind of fish and coral are most suitable for water level.

Then I had to save a group of birds and not let them die because of some terrible virus.

I don't think my coral reef is a complete failure.

But in trying to calculate the best dose of vaccine for those infected birds, in the past few minutes, what I created seemed to be only a small number of corpses.

Some people euphemistically say, no candidate will be eliminated by this game.

Before I completely proved that I was not the material of McKinsey, I decided to end it.

Considering that I am not a target audience, I am not sure what the general candidates will think about the game.

I guess a lot of people will like it.

But this raises a broader question: how soon will companies recruit people?

Two years ago, The100-Year Life, CO authored by Linda Gratton (Lynda Gratton) of London Business School (LBS Lynda) and Andrew Scott (Andrew Scott), inspired people to think about future work.

They say in the book that the three most common life models now - education, work and retirement - will change.

In the age of technological change, people may have to stop to reinvest themselves and accept new training as they may need to work until they are more than 80 years old.

They may also face a completely different form of interview. I think this is a good idea.

McKinsey's Island game was developed by Imbellus, an American start-up.

Rebecca, the more than 20 year old founder of Imbellus, hopes to radically reshape the way to measure people's abilities. (RebeccaKantar)

Kant, who dropped out of Harvard University (Harvard), thinks that in an era of increasing automation, people should test people's way of thinking, not just testing what they understand, but employers also need to understand which skills best reflect human intelligence.

Ktal has gained support from many influential people.

Forbes recently listed Imbellus as one of the most attractive ventures in enterprises founded by young people under 30 in 2019.

McKinsey's idea of checking Katar is right, but it should not stop there.

We all need to know how these theories will play a role in practice.