What to expect during the interview process at Edelman, the largest PR firm in the world

• Worldwide PR firm Edelman sees more than 4,200 job applications per month in its US offices alone, so its hiring process is highly competitive.
• Edelman recruiters said because the agency doesn't ask for cover letters, it values the interview process as its primary way to get to know candidates.
• Recruiters spoke with Business Insider about common questions they ask in interviews, including practical scenarios and examples of failures as well as success.
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Public relations giant Edelman hasn't asked job applicants for cover letters in more than five years. Instead, the agency relies heavily on interviews to make hiring decisions, and with upwards of 4,200 applications per month just for US-based jobs, the process is competitive.

Internships and entry-level positions require more than one interview, and candidates are evaluated on how they'll fit with company culture in addition to their public relations skills.

Candidates with stand-out resumes - ones that give robust detail about experiences and accomplishments specifically related to the work Edelman does for its clients - will first interview with a recruiter who decides if they'll will move forward, said Amy Segal, Edelman's head of US talent acquisition.

Applicants then interview with agency executives and might be asked to submit portfolios of prior work and take writing tests. But interviews are most critical to standing out.

Be specific when discussing qualifications

One of the first things Edelman recruiters and executives ask candidates is to explain their professional background, Segal said.

Successful interviewees will focus on specific work they've done in past roles and walk through how they've solved problems for their clients, said Maria O'Keeffe, Edelman's US chief talent officer.

If potential hires don't offer up examples of client work off the bat, or even if they do, they'll likely be presented with a fictional client request or crisis to work through in the interview and asked to describe how they'd tackle it, O'Keeffe said.

"The work speaks for itself, so we do a lot of looking and asking about what you have done," she said.

Candidates who demonstrate strong work experience could also face behavioral-based questions to assess their fit beyond job function.

Don't be afraid to discuss failures and interests outside work

Edelman frequently asks applicants to reflect on times in which they haven't succeeded, as the agency looks for employees who are curious and eager to step out of their comfort zones. But interviewees should also discuss how they rebounded when things didn't go as planned, Segal said.

It doesn't hurt to share personal details like interests outside of work that show a candidate is well-rounded.

"We're always appreciative of the side-hustle," Segal said.

Applicants should study company culture

Edelman's clients change frequently, and with about 175 full-time jobs open in the US at any time, the company sometimes hires for potential as opposed to proven skills or experience. That means culture often plays a central role in Edelman's hiring process, and it can come up in the initial phone call.

Curiosity and resilience are two traits Edelman recruiters look for, O'Keefe said. Both are longtime pillars of the firm's central values, which also include courage and commitment to positively impacting society.

Edelman applicants should get to know the company's mission statement and show they understand it in the interview process.

"Someone with the constant desire to be better, to think differently, to advance the ball regardless of what the scenario is, would fit into our culture," O'Keeffe said.

While Edelman doesn't always hire based on open positions, O'Keeffe said the research and data analytics team, the performance marketing team, and the corporate practice are all currently expanding.