Recruiters' Top 10 Complaints

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Most students don't know this and will frequently stumble their way through the question. "Some people will look at the ceiling like God is going to come down and tell them, and other people will try to fake through it or get terribly embarrassed," he said.

The question can be an interesting test for Canale, who evaluates candidates by the manner in which they answer the question. He says that being honest about not knowing the answer is sometimes the best tactic. "Don't be afraid to say I don't know," says Canale. "I think that would be an area where everybody could improve."

Sometimes a student does know the answer to a particular question, but may have trouble answering it on the spot, says Thanasoulis, of Merrill Lynch. Her suggestion for dealing with nerves: Take a sip of water and ask for a minute to think about the question. "Regroup and say, 'I'm sorry about that,'" Thanasoulis says. "It's okay to say, 'Sometimes I get a little nervous, but I'm very excited to be here.'"

(By the way, GE's slogan used to be "We Bring Good Things to Life," but four years ago the company changed it to "Imagination at Work.")

4. Avoid Clichés.
It can irk a recruiter when students spend their allotted time talking about themselves in broad generalizations or clichés. Avoid common phrases such as "I'm a people person" or "I'm a creative person."

Instead, Booz Allen's Sullivan recommends that you come up with pertinent examples or stories that clearly illustrate your point. One young woman he interviewed convinced him of her leadership skills by telling him about her volunteer efforts at a church in an inner-city neighborhood. She helped several teenagers at the church learn about financial aid and college preparatory exams, and two of the teens she coached went on to become students at Duke University. The story stuck in his mind and helped her stand out among the other students he had interviewed.

"I now have a story I can then attach directly to her. It was compelling and it was going to get her remembered," Sullivan says.

5. Keep Negativity Out of the Conversation
Many MBA students are career switchers and are excited about transitioning to a job in a new field. Often students in this position will talk at length to a recruiter about why they disliked their old career. This can be a slippery slope, especially if you are talking to a recruiter who might be involved with that field. For example, a student who worked in consulting and is now switching to investment banking should be careful not to say anything negative about their old career, said Citigroup's McLaughlin.

"The problem is you don't know if the person sitting across from you may be a consultant," McLaughlin said. "You could be rubbing the person the wrong way. I always tell students stay away from anything that could be perceived as a negative comment."

6. Always Have Questions Prepared
Recruiters expect that students will use the interview as an opportunity to learn more about their company. Most end an interview by giving candidates an opportunity to ask a few questions. Don't take the easy way out, warns Sullivan, of Booz Allen. "When I ask a student, 'What questions can I answer for you?' and they say, 'I'm all set,' they've just failed."

Students should walk into the interview with a list of thoughtful questions that take advantage of the recruiter's knowledge of the company, Sullivan says. He recommends avoiding questions that can easily be answered by looking at the company's Web site, such as whether the company has a Boston office. "You should have three or four really good and insightful questions that show self-awareness that you are in front of someone who is pretty senior," Sullivan says.