Virtual Interview Assessments

Larger firms often utilize virtual interview assessments, often through platforms like Hirevue, as an initial screening step in their hiring process.

Virtual interview assessments are typically made available to candidates upon submitting their applications. You'll usually receive an email invitation to complete the assessment within a day or so of applying. Keep in mind that these assessments have expiration dates, and you'll be required to finish them within a specific timeframe, often within 2 days.

Candidates are presented with pre-set questions, and your task is to record your answers. You're typically given around 30 seconds to prepare for each question and allowed one or two retries per question.

Find a quiet and well-lit place to take the virtual interview with a plain and uncluttered background. Ensure that your internet connection and computer or device are working smoothly.

Treat virtual interview assessments like any other formal interview. Dress in business professional attire, maintain eye contact with the camera (just as you would with an in-person interviewer), and exhibit professionalism throughout.

These assessments often lean more towards behavioral questions, with technical questions, if any, being on the relatively easier side. Be prepared to share examples of your experiences and skills.

Practice is crucial for success in virtual interview assessments. Consider using practice websites like Hirevue Practice Interview or Starr Simplicity Mock Interview Module to familiarize yourself with the format and get comfortable with the process.

Formal Interview Stages

1. HR Call: This is a preliminary phone screening conducted by a human resources representative. The purpose is to gauge the candidate's interest in the firm and their ability to work effectively with others.
2. First Round: First-round interviews are typically 30-minute conversations with one or two interviewers. The content of these interviews can vary, but they may serve as either a technical screener or a behavioral fit assessment, depending on the firm. Some firms use the first round to assess technical skills, reserving the Superday for behavioral fit interviews, while others do the opposite. Depending on the firm, there may be multiple rounds of interviews before reaching the Superday stage.
3. Superday: The Superday is the final stage in the interview process. Candidates who receive a Superday invitation should dedicate significant effort to prepare for this crucial step. During the Superday, candidates will interview with multiple employees from the firm, spanning various career stages. These interviews typically consist of 3 to 5 rounds.

A general guideline is that more senior employees, such as managing directors, may engage in more conversational interviews, looking for candidates they can potentially mentor. In contrast, analysts and associates may pose more challenging technical or behavioral questions.