Do the Big Four only recruit fresh graduates?

Question 1: Are the four major recruits past graduates? My four managers

Four conditions for non-fresh entry:

1. CET 6;

2. Bachelor degree;

3. Work experience: audit experience is preferred, and accounting related experience is preferred. (However, sometimes you may not have any relevant experience, but the company thinks you are a talent. For example, an ocean-going "high salary" has also entered the Big Four, and that person has just passed the CPA exam one year. I also have a classmate who used to work in a bank, and later came to the four major financial groups (because she passed ACCA). In short, if you don't have relevant experience, you must have expertise in a certain field, so that the firm feels that you are a rare talent.

Those who graduate this year and those who don't graduate this year will definitely know English, and there will be professional-related topics other than this year, but the topics are uncertain.

The first interview is four different, some are discussed in groups and then interviewed one-on-one with the manager; Some direct managers are one-on-one; Only group discussion.

The second interview is a partner interview.

Interview uses a lot of English, so be sure to contact more.

The uncertainty of the interview topic is related to the personality of each manager and partner.

Considering the above hardware conditions. If everything is all right, you can try. Come on!

According to your situation, you have missed this year's recruitment conditions, and it is impossible to participate in this year's recruitment with people who graduate next year. If you want to enter the Big Four, your only chance is to enter as an experienced person. Meet the above conditions. The important comprehensive ability is to make people feel that you are a talent. This is difficult to prepare and improve. The best way is to take CPA, ACCA and engage in related professional work.

Question 2: Why do the Big Four only recruit fresh graduates with a blank sheet of paper, so that they can draw the best picture and have enough confidence in their own enterprises to retain people?

Question 3: Do the Big Four only recruit fresh graduates? The most important two links are: 1 online application, 1 supervisor interview, which should be double-sided. This year in Chengdu, KPMG, we have two ordinary undergraduate batches, 1 engineering non-professional students. It stands to reason that as long as you are ready for online application and interview, you will use real talents to recruit. 1 may be sad. English is definitely the most critical, and it is best to have a high GRE score. The materials I prepared are all materials for going abroad.

Actually, you don't have to be in the top four. Although the salary is really high, I heard from my predecessors that the peak season is very busy and stressful. Basically, I get off work at 2 or 3.

Question 4: What do you mean by fresh graduates and non-fresh graduates? The campus recruitment of the four major accounting firms in June 5438+ 10 every year is aimed at the graduates of that year. Recruiting former students should be to submit resumes, unlike the online application for campus job fairs.

Question 5: Aren't the four major recruits fresh graduates? General recruitment information will be posted on the talent network. Go there and have a look.

58. Market Network, People Network, Zhaopin, Carefree Future, ChinaHR.com, Search.com, etc.

Question 6: As we all know, what are the conditions for fresh graduates to enter the Big Four accounting firms, and what are the "Big Four" career paths? The high intensity and pressure of work often lead to the high turnover rate of the Big Four. However, when people inside go out, people outside want to come in one after another. In the minds of college students, the "Big Four" symbol is a big name after all. What's more, the "Big Four" well-paid and well-known talent training systems often have unlimited appeal to newcomers. So, how to take a good career path in the Big Four? After Ernst & Young announced the recruitment plan for college students in the last issue, this issue of Workplace Guide continues to focus on the "Big Four". He Wei, the human resources manager of KPMG, will analyze the road to the Big Four for all college students who are interested in the Big Four. High mobility determines high recruitment. KPMG is not the largest of the "Big Four", but it recruits no less college students every year than the other three. He Wei, manager of KPMG's human resources department, told reporters that they will keep the number of college students recruited in Shanghai at around 200 next year, and the number of college students recruited in China is expected to reach several thousand. Strangely enough, almost every Big Four keeps a high recruitment volume every year. In contrast, it is impossible for other foreign companies to provide hundreds of management trainee positions for college students every year, not to mention that college students are obviously unpopular at present. Why do the Big Four favor college students so much? In fact, He Wei told reporters that they actually lose money by recruiting so many students every year. If enough experienced talents are recruited in the talent market, so many students may not be recruited. "But there are too few such people (mature talents)." "The development of the' Big Four' in recent years requires us to constantly supplement the new middle level. There is no market and we can only cultivate it ourselves." In the field of auditing, the reputation of the "Big Four" talent training camps has been abroad. Generally speaking, under the Big Four, an ordinary college student can grow into a middle-level talent with the ability to lead the team within two to three years, and the Big Four just wants to make up for the "ischemia" situation of the shortage of mature auditors in the talent market through its powerful "hematopoietic" power. "For us, we are looking at these people after three years." He Wei's remarks explain the high turnover rate of the Big Four on the other hand. Although thousands of college students are recruited every year, in fact, it is unrealistic for every college student to achieve the ultimate goal of his career-partner in the "Big Four", not to mention that many college students now have to work two or three jobs to stabilize. For the "Big Four" HR like He Wei, their annual job is to recruit as many college students as possible, and then let them "metabolize" automatically. Basically, three years later, under the pressure of the Big Four, the floating people left, leaving behind the middle-level talents that the Big Four relied on. Excellent students are not necessarily suitable for the Big Four. Traditionally, the annual "Big Four" campus recruitment is concentrated in the time period of 10. A few years ago, they were the protagonists of campus recruitment, but in recent years, their status has been challenged by other foreign companies. As many foreign companies in China pay more and more attention to talent reserve, colleges and universities, the place where future talents gather, naturally become a "battleground for military strategists." Every year near the campus recruitment time, many foreign companies will bring "MT" (Management Trainee) to give lectures in colleges and universities, which also challenges the "authoritative position" of the "Big Four" in the minds of outstanding college students-top college students often hold Offer from many well-known foreign companies, and "Big Four" is no longer their only choice. "Our annual signing rate is about 70%." He Wei said. This shows that nearly 30% of college students who apply for KPMG fly to other foreign companies every year, not counting the newcomers who quit after working for one or two years. In the face of talent competition from other foreign companies, the most direct impact is that the best students don't have to choose the "Big Four" now. He Wei also admitted that "there will be some discounts on the quality of talents." However, this does not mean that the Big Four will lower the standards of job fairs in the future. After all, there are too many resources for this group of college students. Even if someone "breaks the contract", the position will soon be supplemented by re-recruitment. In fact, although there are several such "awesome people" in recruitment every year, it is more important for He Wei whether this person is suitable for KPMG, not how good he is. Instead of recruiting so-called excellent students, they can't stand the temptation to leave after working for a year or two. It is better to let them go now and let some people who are more suitable for the Big Four come in. Watt hour ... >>

Question 7: What are the requirements of the Big Four for social recruitment? Non-fresh graduates

Question 8: Do the Big Four accounting firms recruit social workers in addition to fresh graduates every year? Every year, there are many new social recruitment, for example, Ernst & Young has been recruiting social workers. However, most clubs recruit people with experience in local accounting firms. If they have no experience in accounting firms, it is still difficult to recruit into the Big Four.

Question 9: Can non-fresh graduates participate in the recruitment of fresh graduates from the Big Four? I use real examples to say that if the recruitment website says graduates of 20 13, if they are state-owned enterprises, central enterprises and institutions, they will definitely not accept graduates. They are considering completing the task of the central government. Other companies will want it because they only consider the income and your value.

Question 10: It is unlikely that there will be four big moves and three new students. There are so many students majoring in finance in No.1 Middle School, and there are no restrictions on majors in No.4 Middle School, as long as they are interested and have good English. Recruitment may also give opportunities, but it depends on individual application conditions and competitiveness, such as English level.