We want to help you make the most of your interview experience. This is your chance to learn more about life at Booz Allen and for us to get to know the real you, beyond the resume. Once you apply, our recruiters assess your expertise and potential fit between you and Booz Allen. If your skills and experience are a match for us, we will contact you.
Understanding our Purpose & Values is a recommended prerequisite. If our values resonate with you, it’s a likely a good sign.
To prepare for your interview, get to know our firm through this site and other resources or speak with a recruiter. If you were referred by a Booz Allen employee, talk to that individual about what it’s like here and make contact with other employees who have a similar career path.
Our interview process evaluates your skills, thinking, and experience. You’ll meet with several employees from different teams who will give a cross-section view of Booz Allen and look for quantifiable examples of functional expertise, consulting skills, teamwork, and leadership.
You can expect a multiple-perspective interview, with sessions touching on consulting skills, resume probing, technical and functional abilities, and cultural fit.
Unfortunately, cyber scammers sometimes target people in the job market. Here are some tips on how to spot postings and recruiters that are not affiliated with Booz Allen:
If you keep these aspects of the interview process top of mind, you should expect a seamless experience.
But behavioral-style interviews help determine not only whether a candidate can do the job, but also whether he or she has the characteristics that would make him or her successful in that position.
In fact, some analysts believe that responses provided in behavioral interviews are 55 percent predictive of the candidate’s future on-the-job behavior, while responses during traditional interviews are only 10 percent predictive.
Booz Allen uses behavioral interviews as part of its three-step process to find the best candidates for consulting positions. The process also includes questions targeting a candidate’s consulting skills (e.g., active listening, data gathering) and questions evaluating her or his technical and functional proficiency and motivation to develop those skills.
By focusing on behavior-oriented questions that solicit personal facts, behavioral interviews enable interviewers to elicit real-life experiences that demonstrate less tangible traits.
For example, a question asked at a traditional interview would be: “Tell me about yourself.” In a behavioral interview, however, the interviewer might ask, “Describe a situation in which…” or “Tell me about a time…,” and encourage the candidate to tell a brief story. Behavioral interviews also provide opportunities for candidates to explain what they have learned from their experiences.
Other examples of behavioral-based interview questions might include:
Here are a few specific tips to help job hunters prepare for an interview:
We suggest candidates use the 3-step “STAR” approach to frame their answers to interview questions: 1. Situation or Task, 2. Action, and 3. Result. Using this approach, the candidate would describe the situation or task; what specific actions she took that had an effect on the situation; and the positive result or outcome.
And try to avoid common pitfalls:
Booz Allen's people-focused culture is a cornerstone of our history and how we're able to create an amazing workplace. Learn more by exploring our current openings below.