{ "media_type": "text", "post_content": "Why do the big four keep hiring college students aggressively then fire them after a year for having low utilization. Why not just hire the amount you can actually staff", "post_id": "57eb8daabbc6320e000c2b92", "reply_count": 16, "vote_count": 21, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Why do the big four keep hiring college students aggressively then fire them after a year for having low utilization. Why not just hire the amount you can actually staff

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It's because partners over promise on what they can sell and when the revenue dries up so do the coasters

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Because they are idiots and believe in the churn method of workforce management. In the next 20 years it will not be sustainable.

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I just asked this, it's to maintain good relationships with schools so when things turn around they will still have those channels.

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🖕this guy is funny.

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Advisory 1- there are models in how to evaluate the resource gets before he/she gets to the "field"- our firms just don't use them.. the current model is the "churn and burn" model from the 50's just dressed up to look like something else. It is a big waste of resources, talent and brand identity but the firms feel like there will always be someone to take these roles no matter how bad it gets. Frankly, I am embarrassed by it and won't participate in recruitment events because of it.

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I'm so sick of Vision 2020... It's totally unrealistic now delusional

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^ what ACN 1 said. It's silly though, turnover is costly and churn method absolutely crushes morale and intrinsic motivation to do well

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I think it has more to do with the failure of the hiring process. They are unable to gauge how effective a resource will be until they are actually in the field. Inevitably there will be some that just aren't cut out for this type of work so hiring by the numbers helps mitigate some of that guaranteed loss of expected talent.

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It's multiple factors: -unrealistic growth projections -need to maintain campus presence -there is a high attrition in consulting both voluntary and involuntary

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🖕finally someone spoke sense on this subject.

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According to research, consulting firms can pay almost 20k less to on campus hires than their off campus counterparts. Of course, the staff salaries are so damn low that they make up their money and more, even with 50% utilization of these new hires. So for the firms, it's more like a trial and error where they either get good talent at a cheap rate or a person not cut out for the business but makes money for the firm either ways for an year, and then they shit the person out of their system.

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Because they don't adjust hiring plans for current revenue goals. We hired based on vision 2020.

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Similar to trying to get laid in a crowded bar...it's a numbers game. Hire a lot, lose many, keep the ones that stick, occasionally hit the jackpot.

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@EY4 totally agree with you. Need to whoop the ass of the people who came up with this delusion of grandeur.

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Haven't heard of any staffs getting laid off recently has this been happening a lot? Which office?

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All the offices dude. Utilization below expected levels and the staff is out! National Advisory guys in serious danger more than FSO, since the non-FSO business o. EY is "still growing"

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1% away from targeted utilization...does it matter?

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Can I call recruiter to follow up after a phone interview with hiring manager? She knows I have other ongoing interviews and I can’t wait around. Hiring manager told me I’m moving to next rounds.

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120k as a full time, or $100/hr as a contractor(no benefits)? PM role

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1st year auditor here in west coast office. I’m book 60 hours this week however I only worked 48 hours. We’re still waiting on supporting docs and my senior tells me to log of early. Will this impact my performance and utilization?

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