How to tweak Accenture’s top interview tips for in-house

To glean tips for in-house interviews, I read what execs of top companies say they look for. Sometimes the advice applies and sometimes it doesn’t. This exact scenario was the case with the head of HR at Accenture discussing her red and green flags when interviewing job applicants. Half of what she says is spot on, and the other half needs tweaking.

What is her #1 red flag? Coming unprepared. Yes, I’ve seen top lawyer candidates who fit perfectly on paper get rejected because they don’t show they understand the company’s business model or how they specifically can help. It’s a red flag with “finding out they know nothing about the role they’re interviewing for.” She says, “You want to see that they’ve thought about how they’re going to be able to contribute.”

What is her #1 green flag? Showing curiosity and learning. The exec asks people what they’ve learned and is open to the areas they are curious about. While it can be tech courses related to their work, “it could also be that I’m learning how to cross-country ski.” This is where my advice deviates. Yes, curiosity and learning is critical because lawyers often deal with gray so they cannot come across as rigid. They also have to work with different teams and goals so they must be flexible and curious. BUT in a legal interview the employer wants to see evidence of lawyers solving a problem similar to the one they are facing, so learning cross-country skiing is not weighted equally as learning more about the technology and law at hand.