College recruit processes began with a phone interview. Exel then came to the campus to do face-to-face interviews and then did a follow up phone interview. Those candidates that made it to the next round were flown to a site for a tour and group interviews. This took two days and had interviewers from HR, operations, finance and systems. Selection was made after this. Exel does what's called, "Behavior based interviews" - particular weight is placed on this for college recruits who generally have no experience in warehousing. What this means is that you don't necessarily need to show that you are competent in a skill, but that you have the behavior that will drive competence. If you do want to showcase a skill that matches what they are looking for, make sure to have specific, fact based examples ready. Don't say "I led a team to achieve", say "I led our club to success during the bake sale by organizing a time-line with specific role information, making sure it was distributed personally to each member and following up with them a day in advance. This led to a 20% increase in brownie sales compared to the last bake sale we had."