5 Things Want You to Know Before Your Interview

1. Gartner doesn’t create IT, we create insights to address the mission-critical priorities of leaders.

Our stock symbol may be “IT,” but that doesn’t make us a tech company. In fact, we are known for our 40+years of research.

So what is the company selling? At its simplest: A subscription in exchange for actionable, objective insight and expert guidance. One of our recruiters used the analogy that Gartner is like Netflix for C-suite leaders and their teams. Instead of topics like “documentaries” and “TV series,” an HR executive, for example, might comb our research to answer questions like “What metrics should I track to assess how my diversity and inclusion initiatives are performing?” or “How do I know if my company is offering benefits our employees actually care about?” But Gartner offers more than just information. We also provide organizations practical tools, peer connections and conference experiences to even better enable leaders with the tools and insight they need to succeed.

Tip: Before your interview, check out this page to gain a deeper understanding of our mission and how our insight, expert guidance, tools and benchmarks, peer experiences, conferences and consulting services help our clients make faster, smarter decisions.

2. Gartner is a growing company. What does this mean for your career here?

In a global economy experiencing one unexpected shift after another, we think it’s safe to say growth is synonymous with change.

That’s why our recruiters look for candidates who are agile, tenacious and uncompromising in their efforts to achieve goals. To secure an offer at our growing company, share examples that showcase your willingness and ability to face uncertainty, overcome adversity, and how you’ve taken advantage of uncharted opportunities. Embracing challenges, taking feedback in stride and viewing setbacks as growth opportunities are all characteristics that point to success in a growth environment.

Tip: Before your first interview, explore the Life at Gartner Blog to learn more about our associates, their success and journey at Gartner.

3. Gartner uses behavioral-based interviewing. Learn how to succeed with this interviewing method.

Has a recruiter ever asked you “Can you tell me about a time when_______ ?” If so, they were using a technique called behavioral-based interview (BBI). This technique assesses your behavior in previous situations, as studies show past behavior is the best indicator of future behavior.

So, how do you answer and anticipate these questions? Consult the job description and take note of the skill and experience requirements. For example, if the job description includes the sentence “Build relationships with senior leaders,” it would be smart to reflect on a time when you’ve done just that. As another example, a recruiter may ask “At Gartner, we guide the leaders who shape the world. Think of a time when you used your skills and experiences to influence/help a leader make decisions.” Understanding who Gartner is, what we do and how we do it will be critical in your ability to prepare for your interview.

If you’re a student or just starting out in the corporate world, reflect on your extracurricular and leadership undergraduate roles for your BBI examples. (Leave high school experience out unless it’s super-compelling.)

Tip: Use the STAR method (situation, task, action, result) to formulate your answers while detailing your past success. Remember the recruiter’s evaluation of your past can only be as good as the level of detail you share.

4. We embrace the champion mindset. How does this impact your interview?

At Gartner, we believe that a champion mindset stems from applying best practices, which have been formulated through extensive data and insights. The champion mindset may look like a strong desire to grow and be the best, while implementing proven strategies into individual processes.

The champion mindset is also about the ability to own results — whether good or bad — and persevering despite challenges that arise. It’s the willingness to hold yourself accountable for the results, the ability to reflect on adjustments and the courage to power through the ebbs and flows of your role.

So how does the champion mindset impact your interview? That’s up to you! Find opportunities in your conversations with recruiters and hiring managers to demonstrate ways you’re already applying the champion mindset in your day-to-day activities (ahem … in a BBI example, perhaps?).

Tip: Before your interview, take each element of the champion mindset and think through ways you can weave in examples, not only in BBI responses, but in your background overview and/or reasons why you’re seeking a new opportunity.

5. Your recruiter is your coach.

If you’ve ever interviewed with us, then you should have a sense of what to expect from the team. They will contact you for an interview, and as you advance, you’ll usually have the opportunity to meet members of the team including the hiring manager and potential peers. However, at Gartner, once you reach the interview process, your recruiter becomes your advocate and coach, so be sure to take full advantage and ask questions and seek clarification as needed.

Gartner culture has a laser-like focus on feedback — giving it, soliciting it, applying it, learning from it. This cultural component permeates our interview process as well. Anticipate receiving feedback at every point in the interview process, with the expectation that you’ll apply it in the next round.

Here’s how to maximize your recruiter’s coaching capabilities:

• Proactively ask for feedback.
• Be confident when discussing compensation requirements and fit.
• Ask questions that demonstrate your curiosity and ability to pivot in the moment (check out some of our top questions to ask in an interview here).
• Set yourself up for success by asking about next steps, contact information, and always send a follow-up note to keep you top-of-mind.

Tip: Set the tone for transparency by asking about the interview process, who you can expect to meet, the structure of the conversations and the timeline for expected hire.

Source: Gartner