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1,895 change analyst interview questions shared by candidates

My in-person interview was just a conversation about my skills & how they matched up with their roles...and the next step was that they wanted to see what my skills were & to see prior work samples from a major consulting firm I worked for (or my current job )- despite them all being marked confidential. They seemed frustrated with me that I wouldn't share most of it...how would they like it if I shared their clients' confidential documents?
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Consultant - Organizational Change

Interviewed at The CARA Group

4.1★
Jun 5, 2014

My in-person interview was just a conversation about my skills & how they matched up with their roles...and the next step was that they wanted to see what my skills were & to see prior work samples from a major consulting firm I worked for (or my current job )- despite them all being marked confidential. They seemed frustrated with me that I wouldn't share most of it...how would they like it if I shared their clients' confidential documents?

Phone screening - It was just typical interview questions like - Why Deloitte, Have you worked in Change Management, Strentgths, Weakness, Ability to travel and pay package expectations. It was a good friendly discussion Senior Manager Interview - The Senior manager was very friendly and asked me indepth questions about my work experience, my favourite two projects I worked on, how I managed stress, How i dealt with difficult people, have I ever managed teams, Open to travelling etc Assesment Centre- There was a room filled with about 8 candidates, First task was to summarise a 10 page client document to present to Deloitte CEO as one page, second was interview with director to present a 10 minute presentation on case study (given one hour to prepare), next was partner interview where indepth questions about my work were asked and finally group discussion (about one hour)
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Senior Consultant Change Management

Interviewed at Deloitte

3.8★
Jun 11, 2018

Phone screening - It was just typical interview questions like - Why Deloitte, Have you worked in Change Management, Strentgths, Weakness, Ability to travel and pay package expectations. It was a good friendly discussion Senior Manager Interview - The Senior manager was very friendly and asked me indepth questions about my work experience, my favourite two projects I worked on, how I managed stress, How i dealt with difficult people, have I ever managed teams, Open to travelling etc Assesment Centre- There was a room filled with about 8 candidates, First task was to summarise a 10 page client document to present to Deloitte CEO as one page, second was interview with director to present a 10 minute presentation on case study (given one hour to prepare), next was partner interview where indepth questions about my work were asked and finally group discussion (about one hour)

A firm structure with too many prospective billable hour/client time options, all of which collectively make up a total package, none of which is guaranteed so in summary, base is low to the point of making a serious pursuit of a mid- or senior-level career unattractive. Expectations are well set about the numerous elements of the interview process. The salary/comp model (reviewed during a call) for CM consultants is extremely complex and difficult to grasp: base, travel bonuses (?? per night away), overtime bonuses 2.7% or 5% of base calculated upon a % of base, then bonus of total contract amount at 6 month intervals then at 3 month intervals. I asked general questions salary trends for the 2 jobs I was pursuing at various moments of the Comp call and these questions were met with a 'that's hard to say' though when I asked about the # of consultants at the levels I was pursuing, this was <20. Data that any company has and an HR/Comp person should possess and be open to offering a $ range.
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Change Management Manager/Change Management Consultant?

Interviewed at Emerson Human Capital

3.3★
Dec 4, 2014

A firm structure with too many prospective billable hour/client time options, all of which collectively make up a total package, none of which is guaranteed so in summary, base is low to the point of making a serious pursuit of a mid- or senior-level career unattractive. Expectations are well set about the numerous elements of the interview process. The salary/comp model (reviewed during a call) for CM consultants is extremely complex and difficult to grasp: base, travel bonuses (?? per night away), overtime bonuses 2.7% or 5% of base calculated upon a % of base, then bonus of total contract amount at 6 month intervals then at 3 month intervals. I asked general questions salary trends for the 2 jobs I was pursuing at various moments of the Comp call and these questions were met with a 'that's hard to say' though when I asked about the # of consultants at the levels I was pursuing, this was <20. Data that any company has and an HR/Comp person should possess and be open to offering a $ range.

The role has been open for several months and has now been reposted. On the panel interview, the hiring manager who is has the sole change management role, mentioned that customer needs within her role have increased - so this isn't a job due to a new strategic corporate development remit but one that assumes a portion (or shares) the existing OCM role and deliverables. Rather than seek a direct report I to the existing role the company should identify another OCM lead that has the same status as the hiring manager. The head of biz dev is amazing. 2 findings from our interview: OCM has no place at the strategy table - meaning, if you're a senior practitioner looking for a role that has input into enterprise strategy for a new company, this isn't that role. It's simply a customer-facing role that supports implementation lift-off and sustainability. Rightpoint's customers are asking for this more - which can mean that the software isn't intuitive. In any case, I pointed out that with ERP many integrations lack customer success (think SAP and the challenges certain customers/partners have with solution design, build, SIT, BIT, UAT, etc.). Considering how fab the head of biz dev is, his lack of wider marketplace trends with ERP implementations indicates that Rightpoint will benefit from formally leveraging OCM in both strategic and tactical leadership forums. No difficult questions. The hiring manager went back and forth on questions about OCM experience in the planning process versus execution. Later she seemed more interested in how many customer projects I could handle/drive at once. I see this as a change enablement role that delivers execution success throughout implementation and integration lifecycles. I pursued this role because of Rightpoint's status as one of the best company's to work for. I think the questions and topics lead to the following conclusions: a good customer/partner pipeline, not enough change enablement people to solve implementation and integration issues, and a SharePoint offering that isn't as easy to implement as it can be (hence the need for OCM enablement for execution success and integration tactics for sustainability success. Rightpoint would benefit from a CoE but since the OCM practice isn't at the internal leadership table I don't see this being built (and recognized) in the same way as it is with other companies. Neither do I see the investment (in the short term) to do this being made. It would be interesting to understand customer/partner pain points and C-Sat...maybe the reposted role has evolved, I'd ask them how long the role has been open and as always, how this role originated. The above includes my asking these questions.
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Change Management Consultant 120K

Interviewed at Rightpoint

3.3★
Feb 2, 2015

The role has been open for several months and has now been reposted. On the panel interview, the hiring manager who is has the sole change management role, mentioned that customer needs within her role have increased - so this isn't a job due to a new strategic corporate development remit but one that assumes a portion (or shares) the existing OCM role and deliverables. Rather than seek a direct report I to the existing role the company should identify another OCM lead that has the same status as the hiring manager. The head of biz dev is amazing. 2 findings from our interview: OCM has no place at the strategy table - meaning, if you're a senior practitioner looking for a role that has input into enterprise strategy for a new company, this isn't that role. It's simply a customer-facing role that supports implementation lift-off and sustainability. Rightpoint's customers are asking for this more - which can mean that the software isn't intuitive. In any case, I pointed out that with ERP many integrations lack customer success (think SAP and the challenges certain customers/partners have with solution design, build, SIT, BIT, UAT, etc.). Considering how fab the head of biz dev is, his lack of wider marketplace trends with ERP implementations indicates that Rightpoint will benefit from formally leveraging OCM in both strategic and tactical leadership forums. No difficult questions. The hiring manager went back and forth on questions about OCM experience in the planning process versus execution. Later she seemed more interested in how many customer projects I could handle/drive at once. I see this as a change enablement role that delivers execution success throughout implementation and integration lifecycles. I pursued this role because of Rightpoint's status as one of the best company's to work for. I think the questions and topics lead to the following conclusions: a good customer/partner pipeline, not enough change enablement people to solve implementation and integration issues, and a SharePoint offering that isn't as easy to implement as it can be (hence the need for OCM enablement for execution success and integration tactics for sustainability success. Rightpoint would benefit from a CoE but since the OCM practice isn't at the internal leadership table I don't see this being built (and recognized) in the same way as it is with other companies. Neither do I see the investment (in the short term) to do this being made. It would be interesting to understand customer/partner pain points and C-Sat...maybe the reposted role has evolved, I'd ask them how long the role has been open and as always, how this role originated. The above includes my asking these questions.

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