Cara Lolos Wawancara Kerja Perusahaan Besar

Main ideas / lessons conveyed

• Clarify what “Big Four” and consulting are: The guest explains that “Big Four” refers to top public accounting firms (e.g., PwC, Deloitte, EY, KPMG). Management consultants are a different category—though the work and candidate background can overlap.

• No single major is required to enter Big Four / consulting: Instead of relying on one specific degree, recruiters look for the right mindset and a strong problem-solving orientation—especially how you approach saving or improving a client’s business issue.

• Early and proactive job search matters: The guest applied immediately after graduation, monitored vacancy sources (company sites and personal college networks), and followed up through applications and interviews.

• Use networks and information-sharing: Keeping good relationships with college friends/seniors can still help—even when there are no obvious vacancies. Sometimes asking for information alone can lead to opportunities.

• CV quality is important: Key factors include GPA and organizational experience (campus/international organizations, committees, extracurricular involvement).

• Interview approach should change your mindset: Treat the interview as a mutual exchange: you’re not only trying to get hired—you’re also evaluating whether the company is the right fit for you.

• Be prepared for common interview questions (often in English): Prepare to introduce yourself, explain what you know about the firm, why you want to join, and show awareness of current issues.

• Show insight via current events/news discussion: Interviewers generally aren’t only trying to “trap” candidates—they want to see how you discuss and reason about real topics.

• Handle strengths/weaknesses strategically: Mention weaknesses if asked, but demonstrate awareness and concrete effort to improve.

• Salary expectations must be researched: A key mistake was not aligning expectations with industry/fresh-graduate standards. The lesson is to estimate using market/industry ranges and adjust accordingly.

• Psychological and testing stages exist: The hiring process may include multiple interview rounds and tests, such as:

  • English test
  • Psychological test (often personality-based)
  • Intelligence/entrance-test style components

• Persistence is essential: Even after multiple rejections, persistence can eventually lead to acceptance—rejection doesn’t mean failure forever.

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Methodology / step-by-step guidance presented

A) How to build a competitive profile (CV + background)

• Prioritize GPA (the guest notes it is a major screening factor).
• Include organizational experience (campus/international organizations, committees, extracurriculars).
• Maintain a personal narrative/mindset aligned to consulting/accounting work:
  • problem-solving
  • helping businesses improve/grow
• Don’t rely only on “top campus” status:
  • top universities help, but performance and activities matter
  • candidates may come from varied backgrounds

B) How to find openings (application strategy)

• Start applying immediately after graduation.
• Check company websites for vacancies.
• Use your college community:
  • ask friends/seniors for vacancy info and updates
  • keep relationships active so you hear about opportunities early
• Apply to more than one firm if possible:
  • the guest applied broadly and ended up with multiple testing/interview opportunities

C) How to handle interviews (behavior and preparation)

• Prepare a clear self-introduction (often in English).
• Be ready for common “basic” questions:
  • what you know about the company
  • why you want to join
  • what you bring
• Use a discussion-based approach for current issues:
  • be aware of relevant economics/business news
  • explain your view rather than only repeating facts
• Answer “why this company” sincerely:
  • show interest in long-term growth and learning
• Strengths/weaknesses:
  • mention weaknesses but show improvement plans
  • emphasize qualities that match consulting (learning ability, communication structure, attention to detail)

D) How to respond about salary expectations (important instruction)

• Before stating a number:
  • research industry standards for fresh graduates
• Use a strategy:
  • propose within a reasonable market range
  • adjust based on your self-assessment (e.g., overqualified vs. underqualified compared to market)
• If you don’t know the range:
  • avoid guessing too low/high—bad estimates can create a negative impression.

E) Process expectations during hiring

• Expect multiple stages, such as:
  • manager-level/user/client interviews
  • English test
  • psychological test (often personality-based)
  • additional interview rounds (e.g., team/HR/panel)
• Psychological test approach:
  • choose the option closest to your actual personality/style

F) If rejected: persistence plan

• Don’t stop after one rejection.
• Re-apply and keep improving.
• After multiple attempts, acceptance can happen (the guest reports being accepted after several tries).

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Speakers / sources featured (identified)

• Main speaker (guest): The guest is described as the younger brother, a former management consultant / Big Four candidate (management consulting track). He studied economics/management and later worked in a large firm. (Name not clearly stated in readable subtitles; referred to as “Abang/Fadil” and “him”.)

• Other speaker: The host/content creator who conducts the interview (mentioned having an editor and a prior related video, including one about “Fadil’s business analysis”).

• Referenced organizations/companies (sources mentioned, not speakers):

  • Big Four firms: PwC, Deloitte, EY (KPMG also referenced, though another “Big Four” appears unclear in subtitles)
  • Management consulting: “management consultant” category
  • University mentioned: UI (Universitas Indonesia); Jember (referenced)
  • Unclear/cited entities: OJK (Otoritas Jasa Keuangan), UNICEF, and “OJK project room” (as interview context)