Accenture Skills Interview: 4 things you need to know about

Accenture Skills Interview

There was a time was when an interview was just a one-hour process. But in today’s competitive job market, hiring managers use many kinds of interviews to gauge the suitability and worth of job seekers.

The interviews could be a telephonic interview, specific HR interviews, or the usually second round skills-based interviews.

The skill assessment interview may go by any name – competency-based interview, structural interview, behavioral event interview, or situational interview – but it’s the same. A skills assessment interview is conducted when an employer knows exactly what s/he is looking for and has a list of skills the candidate must meet. But naturally, all questions are designed to apprise the candidate and whether s/he actually fits in the position, s/he being interviewed for.

The Accenture blog states that skills interviews are usually conducted by phone. They comprise a 45-minute to a one-hour conversation with a manager or senior manager “looking to test your skills and your experience based on what you’ve written on your CV”.

While prepping for a skills interview it is important to ready some examples that can bring to life what your CV mentions. The examples should focus on the outcome and your specific role, which will help the recruiter evaluate your suitability for the job.

The blog states that, for Accenture, it’s “incredibly important that you can talk about your skills in the context of a client”. You must be able to showcase “how your skills relate to the potential client that you’re going to be working for, whether an external or internal client. How can you add value in a given situation and how you have added value in a given situation”.

So here’s all you need to know about the Accenture skills assessment interview:

1. The questions you’ll be asked

Be prepared for questions that will need you to provide specific examples of times when you demonstrated particular skills/attitudes. Generally, these questions need you to describe a problem or situation, the actions you took, and the results. Why? Your responses help the hiring manager to gauge your mindset and how you respond to stressful situations. The questions could be wide-ranging and the interviewer may ask, “Give me an example of a time you were faced by an angry customer. What did you do?” or “Tell me about a time that you had to work on a project with someone you had a conflict with. How did you manage?”

2. Aim for the STARS

Use the STARS descriptive technique to answer each question to the best of your ability. By STARS, we mean analyzing your accomplishments by looking at five components: Situation, Task, Action, Results and Skills. Focusing on these five things will help you to identify and practice describing your work-specific and employability skills.

3. Practice all you can

To prepare for interview questions, it’s important that you zero in on your skills and practice describing situations where you’ve used them successfully. How do you identify your work-specific or technical skills? Begin by listing down all the tasks you perform and break down each task into the skills you use. The more specific you are the more detailed you can be. In the same way, focus on analyzing personal skills such as attitude, responsibility, adaptability, learning capability, along with teamwork skills including communication, working with others, respecting differences, planning and coaching. Work on clear descriptions of your skills – along with examples – to answer skill-based interview questions effectively.

4. Frame the right answers

In a skills-based interview, it’s important that the interviewer hears what he wants to hear. So read the job description thoroughly and then frame all your responses keeping that job description in mind. If you’re asked how you would deal with a particular situation, it’s ideal that your answers demonstrate how you would – and showcase how you have found outcomes in a similar situation earlier.

To find a job at Accenture, click here.

This article has been compiled from various sources including company websites, corporate review sites, online discussion forums and knowledge sharing platforms.


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