Manager applicants have rated the interview process at EY with 3 out of 5 (where 5 is the highest level of difficulty) and assessed their interview experience as 68% positive. To compare, the company-average is 74.2% positive. This is according to Glassdoor user ratings.
Candidates applying for Manager roles take an average of 55 days to get hired, when considering 125 user submitted interviews for this role. To compare, the hiring process at EY overall takes an average of 29 days.
Common stages of the interview process at EY as a Manager according to 125 Glassdoor interviews include:
Phone interview: 27%
One on one interview: 25%
Background check: 13%
Skills test: 10%
Presentation: 7%
Group panel interview: 6%
Personality test: 5%
Drug test: 3%
IQ intelligence test: 2%
Other: 2%
Here are the most commonly searched roles for interview reports -
I applied in-person. I interviewed at EY (London, England) in Jul 2011
Interview
the interview was quite a long time ago, nearly 10 years, so I don't have any specific information that would be of any help to new hires. People I met were professional and friendly. This was during the days before Glassdoor and LinkedIn, only background was in brochures
Molto semplice. Colloquio solo di tipo conoscitivo, pochissime domande tecniche e molto basilari. Mi è stato testato l'inglese, ma anche questo a livelli basilari. Specifico che il colloquio sia stato sostenuto però da figura junior, vale a dire.
Interview questions [1]
Question 1
Parlami di te / Cosa si intende per "Rischio" / Raccontami cosa hai fatto quest'estate in inglese
I applied through a staffing agency. I interviewed at EY (London, England)
Interview
Three stages, first was remote.
Really great impression from all the interviewers. The organisation, communication and feedback across the stages was very good.
In particular I appreciated the direct communication style and feedback - many interviewers remain vague but I found feedback throughout the process considered and helpful.
Quick and transparent process supported by their talent acquisition partners. Unlike many other hirers, they actually provided feedback following interviews! The interviews were mostly conversational and not relying on the STAR approach.
Interview questions [1]
Question 1
Background and willingness to learn to expand expertise.