Recruitment 101

Introduction to the Final Session

  • Welcome to the final session of the week.

  • Opportunity for Q&A at the end; participants encouraged to jot down questions.

Introductions

  • Ilani

    • Head of the program for the Possibility Summit.

  • Jess

    • Global head of the diversity recruiting team at Goldman Sachs.

    • Remark: Sees herself as a co-worker rather than a boss.

    • Experience: 12 years at Goldman Sachs; has worked in London, New York, and Salt Lake City.

    • Background: First generation student from a small village in Northern England, attended local public school.

    • Emphasis on the importance of hard work and determination.

Housekeeping Reminders

  • Participants asked to remain muted during the session.

  • No annotating on slides; focus on note-taking.

  • Session will be recorded for later review.

Overview of Opportunities at Goldman Sachs

Pipelining for the Future

  • Second-Year Students

    • Target: 2025 summer internship applications.

    • Internships serve as a two-way interview; successful interns may receive full-time offers for 2026.

  • Third-Year Students

    • Target: 2025 full-time analyst positions.

    • First training usually takes place in New York, with subsequent assignments based on desk placements.

  • First-Year Students

    • Target: 2026 summer internship applications.

    • Encouraged to engage and explore options early.

  • For individuals with 18 months or more experience:

    • Applications go through the Skill Set Recruiting Team.

Support Offered through the Possibility Summit

Calendar and Session Highlights

  • Participants will use the upcoming week to engage with various businesses and recruiters.

  • Importance of noting interest areas and ensuring CORE competencies are highlighted.

  • Specific resume support session scheduled with vendor Hive on January 30.

Application Process

General Requirements

  • Applications for the exploratory program will be shared via email, targeting specific locations (Dallas, New York, or Salt Lake City).

  • Selected students will receive a direct application link via email.

  • Deadline for application: February 11.

  • Emphasis on thoughtful application regarding location and business selection.

Application Details

  1. Exploratory Program Applications

    • Pick location first; consideration of where to spend 3-4 years post-internship.

    • Division options visible after application submission; some divisions may not be hiring in specific locales.

    • Applications can only be made to one division; flexibility within the firm encouraged.

  2. Recovery Process for Applications

    • Students not selected for their preferred division will have applications reviewed for other openings.

  3. Recruitment Timeline

    • Following application, successful candidates may engage in the HireVue video interview and the Super Day selection.

    • Core competencies are critical for success.

    • Career transitions and internal mobility are supported within the firm.

Core Competencies in the Recruitment Process

  • Identification of competencies such as teamwork, leadership, ethics, judgment, and resilience.

  • Candidates encouraged to reflect on their experiences and articulate relevant skills.

  • Importance of quantitative results on resumes: Highlight measurable achievements.

  • HireVue as a video interview platform focusing on competency-based questions.

Best Practices for the HireVue and Super Day

HireVue Interview Tips

  1. Do not read from the screen; express naturally and confidently.

  2. Avoid cliches; focus on personal anecdotes and experiences.

  3. Eliminate distractions; ensure a quiet, focused environment.

  4. Be mindful of time limits; practice to convey complete thoughts efficiently.

  5. Clearly articulate answers, reiterate questions for clarity.

Super Day Overview

  • Conducted over Zoom; typically includes three 30-minute interviews.

  • Interviewers aim to assess candidate potential; prepare thoughtful questions.

  • Maintain good body language and eye contact; mirroring interviewers can enhance rapport.

  • Avoid administrative questions regarding salary during interviews.

  • Honesty is vital; avoid exaggerating credentials on resumes.

Q&A Session Highlights

Common Questions from Participants

  • Finding a Path into Finance without a Traditional Background:

    • Strong emphasis on engaging in clubs and staying updated with financial news.

  • Differences in Internship Locations:

    • Candidates are asked to select preferred locations that influence full-time placement decisions.

  • Hiring for Freshmen Applicants:

    • Freshmen discouraged from over-focusing on technical skills; the emphasis is on potential, experiences, and involvement in extracurriculars.

  • Transitioning Between Divisions:

    • Encouraged after 18 months of service in one division; internal mobility facilitated through a system supporting professional growth.

  • Technical Knowledge for Non-Engineering Roles:

    • General business knowledge is crucial for investment banking, with a more technical focus for engineering roles.

Conclusion

  • Reminder for participants to reach out for any follow-up questions through the provided contact email.

  • Encouragement for further engagement in the upcoming sessions and networking opportunities.