If you’re like most of our candidates—educated, experienced, analytical, and passionate about making an impact—we can’t wait to meet you! We want to help you to make the most of your interview opportunities. This is your chance to show us what you’re all about and learn more about a career with Booz Allen.
Once you apply, if your skills and experience are a match for us, our recruiters will contact you to assess your expertise and the potential fit between you and Booz Allen. Helping you understand our Core Values is a critical step. If our values resonate with your personal code, you can be more confident that Booz Allen will be the right place for you.
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.
In all, you can expect a multiple perspective interview, with sessions touching on consulting skills, resume probing, technical and functional abilities, and cultural fit. To help you make your presentation, we’ll help ensure you know what to expect at each stage of the interview process.
Most potential employees are familiar with traditional interviews, when they’re asked to discuss their strengths and weaknesses, or case-based interviews, when they’re presented with a hypothetical situation and asked to provide a solution.
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:
What are the two most common mistakes candidates make when interviewing for a job at Booz Allen Hamilton? Inadequately preparing for the interview, and not researching the firm.
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:
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