How to get a job at PR giant Edelman and what to expect if you land an interview, according to the company's recruiters

• Edelman, the biggest public relation firms in the world, gets more than 4,000 job applications per month in the US for an average of 175 openings.
• Business Insider spoke with Edelman recruiters and other insiders who said the agency doesn't ask for cover letters and instead, primarily uses LinkedIn to recruit.
• Recruiters said applicants should keep their LinkedIn profiles up to date, research company culture, and be prepared to discuss professional failures as well as successes in interviews.
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With major clients across more than a dozen business sectors and 65 offices worldwide, Edelman is the world's public relations firm, and as such, is in high demand among job-seekers.

In addition to 13 US offices, Edelman has locations in Canada, Latin America, Europe, the Middle East, Africa, and Asia Pacific, with almost 7,000 employees globally.

The company gets upwards of 4,200 job applications per month for an average of 175 full-time openings in the US, said Amy Segal, Edelman's head of US talent acquisition.

That means there's tough competition to get a foot in the door at Edelman.

Business Insider spoke with Edelman recruiters and other company insiders who discussed the hiring process, including the company's heavy reliance on LinkedIn for recruiting and why it doesn't use cover letters.

LinkedIn is a primary source for Edelman recruiters

Edelman hasn't asked any of its applicants for a cover letter in over five years, in part because of the rise of LinkedIn, said Maria O'Keeffe, Edelman's US chief talent officer.

Segal seeks out profiles on the networking site that read like complete resumes, with information beyond company names and job titles, so candidates should make sure their LinkedIn pages list examples of achievement and expertise. For instance, someone who wants to work on Edelman's health team should demonstrate knowledge of the health sector.

"Upwards of 80 to 85% of the people we're reaching out to are not looking for jobs," Segal said. "Really use LinkedIn the way you would use your resume."

The agency puts heavy emphasis on interviews

Recruiters interview candidates whose resume stands out, then decide if they should move forward in the interview process.

Entry-level positions usually require up to two interviews with two to five people, Segal said, while candidates for senior positions should expect a more rigorous process.

Edelman presents scenarios for candidates to gauge their problem-solving abilities. They might be asked to make a 90-day plan for accomplishing goals if they were hired on the spot or given a client problem to work through, O'Keeffe said.

Edelman looks for people who have stepped out of their comfort zones, so candidates should give examples of past work, including projects that haven't gone well.

"We're really interested in failed risks, because it tells us someone is willing to take a chance and try something new," O'Keeffe said.

Most Edelman employees dress in business casual, and PR recruiters advised interviewees to dress slightly more formally than company norm.

Edelman looks for cultural fit and diversity

Considering Edelman's ever-changing and growing lineup of clients, the company often hires with an eye on potential rather than specific skillsets. For that reason, recruiters look for candidates with knowledge of company culture, so applicants should read up on the agency's values, Segal said.

Informational meetings with current employees can help applicants understand the values most important in each role and could lead to a referral.

Diversity also plays a part in hiring.

Women account for 50% of leadership positions (SVP and above) in the US and 49% of Edelman leadership globally, said Trisch Smith, the company's global chief diversity and inclusion officer. The company expects the global number to reach 50% by the end of 2020. Twenty-seven percent of employees in the US identify as belonging to a racial or ethnic minority, and the firm has pledged to get that figure to 30% in the US by 2022.

To reach these goals, Smith said HR and recruiting teams work with her diversity and inclusion team to determine where they should recruit, what materials they should bring, and which experiences they should highlight to attract a wide range of applicants.

Referrals guarantee a foot in the door, but won't guarantee an immediate hire

Edelman also looks internally for hiring recommendations and rewards employees for referrals, Segal said.

Candidates who know current Edelman employees should ask for a referral once they've decided on a specific role, as a recommender should be able to speak to the applicant's professional experience, Segal said.

"It's always helpful if we have somebody weigh in who's internal and knows our culture," O'Keeffe said. "Referrals are important, but they're definitely not the only way in."

If you don't land a job at Edelman right away, occasional contact with a recruiter can lead to hire, Segal said. O'Keeffe said she's been in touch with candidates for more than three years waiting for a position to open up, and Segal said she recently hired a candidate she's known of for more than six years.

"Persistence doesn't get the job; experience does," Segal said. "We're looking for people who are resilient."