Advice from the inside - hiring in the private sector

[PublicPolicyHiring]

I used to read this forum regularly when considering my own grad school journey, and thought it might be useful to share some perspective from the other side of the table: hiring for government affairs/public policy roles in the private sector. 

I work for a large multinational corporation with sizable teams in these functions, and have been involved in the hiring process. With the caveat that every company is different (and this is solely my perspective), I have some general observations:

• Work experience is king - Going directly from undergrad to one of these masters programs is a fool's errand. If you can get two years of work experience that's even tangentially related to your interests/goals, that's going to be seen more positively than a shiny grad degree. 
• "Prestige" is meaningless - In our most recent round of junior hiring (e.g. targeting people with 2-4 years experience), we received scores of applications from individuals with graduate degrees from Harvard, Yale, SAIS, and other universities generally seen as 'prestigious.' We ended up selecting someone with a master's from a state school, and someone without a grad degree (but several years of work experience). Having Princeton on your resume as opposed to U Texas won't do anything for you if your story and experience isn't compelling.
• Employers want expertise - We want people who have at least some exposure and growing amount of expertise in our industry and set of issue areas. That's not to say that 24-28 year olds are expected to be true experts in a particular field--but having had related experiences is a major plus, especially if it's outside of the academic world. 
• But don't overestimate the value of regional knowledge - If you're applying to work for a multinational company in the U.S., odds are they have substantial offices and staff in various markets around the world. The added value of you speaking Arabic or Chinese, or having intensively studied these places, is limited.

Through a certain lens, these statements may seem discouraging. But on the contrary, I mean it to be liberating. Your life isn't over if you don't get accepted to Harvard or Georgetown or [insert prestigious school here]. And there are many employers in the private sector beyond the Beltway who see genuine value in smart young people who are interested in and have been exposed to public policy, government, and international affairs. 

[ExponentialDecay]

I have very limited experience in the private sector (read: none), but in my understanding, whilst prestige will never trump having the right profile, how much of a marginal benefit it is will vary from company to company. I've heard that oil giants prefer those salt-of-the-earth Texas universities to the Harvards of the world; conversely, the uptight East Coast consultancies we've all heard of like Harvard very much.

Anyway, a curious tangent: what is it that you people do at MNCs exactly? Are you a regular business development team, just focused on some region of the developing world? Or are you basically an in-house lobbyist?

[Sigaba]

45 minutes ago, ExponentialDecay said:

I have very limited experience in the private sector (read: none), but in my understanding, whilst prestige will never trump having the right profile, how much of a marginal benefit it is will vary from company to company. I've heard that oil giants prefer those salt-of-the-earth Texas universities to the Harvards of the world; conversely, the uptight East Coast consultancies we've all heard of like Harvard very much.

Anyway, a curious tangent: what is it that you people do at MNCs exactly? Are you a regular business development team, just focused on some region of the developing world? Or are you basically an in-house lobbyist?

To split the hair again, the benefit of one's academic pedigree will vary based upon the division and regional office in a company that's doing the hiring. The boss who hired me had an academic background and was more comfortable than other bosses hiring people who didn't have a background or experience in our division's core practices. She's since transferred to another part of the company and the sensibility has shifted considerably. 

As I work in the division of a consultancy that does a fair amount of policy work (municipal, county, state, federal, and international) and we've been doing a lot of hiring, I will add the following IME/YMMV-based observations.

Work ethic. If you want to get hired, you need to demonstrate a willingness to work long hours, to work smart, and to work hard. Be very tactful when you talk about work/life balance and ask questions about work schedule, vacation time, and so forth. If you're applying for a salaried exempt position,  you can be tasked to work more than forty hours a week for weeks at a time.If you start asking questions or make comments that give those doing the hiring to question your intensity, they will start looking elsewhere. At the same time, do not make the mistake of saying enthusiastically "I'll do what ever it takes." At best, the remark will be taken as an indication of your maturity. At worst, you will be taken up on the offer.

Quick learner. It is unlikely that you will receive as much training as you'd like. You may not receive any training at all. You will get more training than mentoring. To get the job and to keep the job you will need to demonstrate that you're an independent motivated, self-starting quick learning type. At the same time, you will also need to show that you're wise enough and have the humility to ask for help. Otherwise, you're going to make avoidable mistakes that blow budgets and deadlines, and antagonize the experienced hands who have to go back and clean up your mess.

Relationships. Demonstrate that you understand how relationships with external and internal clients are at least as important as the project work that you do. If you're not a "people person," or are generally shy and/or reserved, or if you prefer written communication over phone calls and face to face conversations, you have to figure out how to expand your comfort zone and your communication took kit. If you're exceptionally skilled, you will be cut a lot of slack but eventually, it will catch up to you. And remember, no matter how well you get along with a prospective boss, he or she is not your friend.

Situational awareness. If you belong to the Millennial generation (broadly defined) and are seeking employment at a firm run by a combination of Boomers and X-ers (also broadly defined), you're going to encounter different types of sensibilities and expectations. It is likely that many elements of your vision of The Way Things Should Be are technically correct. However, it's imperative that you pick your spots when it comes to cutting against the grain. Understand that employers want what you have to offer and that time is on your side. Find ways to demonstrate that you are persistent and determined but know how to drink a cup of STFU and ask for a refill.

Experience/Expertise. As noted in the OP, experience and expertise are valued. An applicant with 4-10 years experience will have an advantage over an applicant with <4 years. However, experience is a knife that cuts both ways if a prospective employer regularly makes "strategic hires" (BTDTs with 10-20+ years experience). Do what you can to determine if the company you want to join makes strategic hires and how you will fit into the mix. Find a way to strike a balance among expressing your preferences for the kind of work you want to do, your personal professional ambition, your desire to learn, and your willingness to be a team player. 

Transparency. Do not lie, fib, embellish, or exaggerate any information you deliver as part of the application process. When you apply for a job or accept an offer, you will authorize an open-ended background check. In the present, information will be vetted to the fourth decimal place. In the future, additional background checks will make sure that you've not screwed up in your personal life since you accepted the job. If there's something in your past that falls into the grey area, you need to figure out how you're going to describe/talk about it so that you fulfill your disclosure obligation without torpedoing your chances to get hired.

Parking. Make sure you have an acceptable method of payment for parking when you go to hand off application materials or attend an interview.

Typos. Some employers won't mind one or two too much; perfect work isn't necessarily great, or even good, work. For others, a single error is a deal breaker. Assume that every employer falls into the latter category.

Expect an examination. As much experience as you have in taking tests and exams in the Ivory Tower, the test you take as part of a job application will be different. Understand that your objective goes beyond figuring out the correct answer. The exam will also be about producing and delivering a product both on time and within the budget. It's likely that you will screw up on the exam (in the history of my division, only one or two people have nailed it). If you find yourself struggling, what choices will you make? (A hint. Which would you prefer? A perfect cup of coffee in an aesthetically pleasing mug that's not going to be ready when you absolutely need it, or a cup of instant coffee in a paper cup that's put into your hand, ready to drink, right on time? A second hint.  If you're going to work for a consultancy, the answer is "It depends.")

[datik]

Sigaba, how would you recommend communicating with your employer that you have the "work ethic" and maturity needed for that position?

[jxmp]

Do you have any tips for moving from the non-profit/public sector into the private sector? 

[Nico Corr]

Any tips for people who have 10+ years of non-IR experience prior to grad school??