Real, anonymous reports from people who interviewed for Consultant at Anz, newest first and distilled into what to expect across the loop.
After an online assessment, I was invited to record video responses instead of doing an immediate live call. The digital interview had a handful of prompts, and I answered them one by one under the platform’s timing. The questions were very behavioural and situational—things like introducing myself, describing a time I handled uncomfortable feedback from a peer or mentor, and describing how I dealt with stressful situations. Overall, it was five questions that I had to get across clearly.
My interviews with branch managers were short, polite, and surprisingly light on depth. I met with two branch managers, and they introduced themselves before asking basic questions that focused on the role and my general understanding. In one conversation, they asked me to introduce myself and then mostly checked if I understood what position I was applying for, along with a couple logistics like where I lived.
Candidates begin with an online assessment followed by a digital interview where they record responses to behavioral questions under timed conditions. This stage emphasizes communication skills and adaptability, with questions often focusing on personal experiences and situational responses.
Subsequent interviews are primarily behavioral, focusing on candidates' past experiences and how they handle customer service situations, teamwork, and role-specific challenges. The STAR method is commonly used to structure responses, and the atmosphere is generally friendly and conversational.
The tone of interviews varies, with some candidates experiencing a friendly and engaging atmosphere, while others noted a more flat and evaluative approach, particularly in final rounds. This can impact the overall candidate experience and perception of the interview process.
Candidates reported receiving relatively quick feedback after each stage, although some expressed frustration with a lack of communication following interviews, particularly when rejections were issued without follow-up opportunities.
Candidates emphasized the importance of preparing for specific themes related to customer focus, decision-making, and emotional control, as these topics were frequently revisited throughout the interview process. Understanding the company’s values and role expectations is crucial.
The interview process is described as structured and consistent, with a clear progression from online assessments to live interviews. Candidates appreciated the logical flow and felt that the process effectively assessed their fit for the role.