Bubbling Over at Gap

Recruiter Kate Aiken says enthusiasm is one of the chief traits she looks for in those seeking a job at the California-based clothing retailer

When interviewing at Gap Inc., there's no such thing as being too excited. Since it's a high-energy company, recruiters want employees who aren't afraid to sound enthusiastic, says Kate Aiken, senior director of college recruiting. "If I ask someone why they're interested in Gap (GPS) and the response is bubbling over, saying, 'I just love the brand. I've been a customer since I was 12. There's nothing I can imagine that would be more exciting than to work for this company,' that to me is an appropriate level of enthusiasm," Aiken says.

Aiken recently spoke to BusinessWeek.com reporter Julie Gordon about the company's environment, career tracks, and what it takes—besides a love for the brand—to get a job at the company. Here are edited excerpts of their conversation:

	Kate Aiken Gap Inc.

There's a lot of intensity in retail, so people really have to get down to business, especially at certain times of the year. But at the same time, there's an appreciation for the balance of when you do work that hard, you've got to enjoy your work environment and your co-workers.

What's the office dress code?

We don't really have a dress code. Part of Gap's mission is the phrase "You Be You," so that's how we all show up at work. For some people that's jeans and flip-flops, and for some people that's a fantastic suit or dress (see BusinessWeek.com, 8/23/06, "Beyond Wingtips: Clothes to Get the Job").

Sometimes it may be influenced by the position you hold, and sometimes it's not. Sometimes it's just what I feel like wearing today. It leads to a really fun people-watching experience in the cafe because you see a lot of creativity on display. When students are interviewing with us, it's kind of funny because often career centers are clearly trying to coach students to be professional and appropriate.

Is fashion important in an interview since Gap is a clothing company?

We don't hire people based on what they look like. But we love it when you give someone the invitation to dress in a way that reflects their personal style and then they show up and you see that they have. That shows that they care (see BusinessWeek.com, 8/23/06, "You Can't Wear That to an Interview!").

Do you recruit for retail and corporate positions?

We do. We recruit for a couple different training programs. We do have one that's based in our Old Navy stores, so we're looking for people who want to be store leaders and managers and then grow from there. We also have one for headquarters.

Are Gap's well-known advertising campaigns done by an internal department where students can apply?

We tend to have small marketing groups with each of our brands, and they do tend to work with outside agencies and partners.

Then are there opportunities in advertising and marketing at the entry-level?

They're there, but they're limited because the teams are small. Students who are interested in a career focused on marketing and advertising with us—we're not so much likely to hire them directly off campus, but we have successfully moved people into marketing after they've completed our headquarters rotational training program and they've had experience in other parts of our business.

What is the rotational program?

The students rotate through three core areas of our business, which are merchandising, production, and planning. They do those rotations usually within different brands, so they get the chance to work in Outlet or in Old Navy, in Gap brand, in Banana Republic.

Do all entry-level candidates go into that rotational program?

It's our main focus for our headquarters recruiting. But, no, not all entry-level hires go into that program.

Where else can recent graduates go?

We have other entry-level jobs in merchandising. For students who aren't as interested in a rotational experience or have a really specific interest in something—for example, like real estate or finance—the best way for them to connect with us is by looking at the jobs that we have open on our Web site and applying directly to the recruiters who are searching for those positions.

What types of questions do you like to hear from students during an interview?

There are two types. I like to hear questions about our company that indicate that the student's done their research, they're thinking about what's going on in our business, and they're genuinely curious about how industry trends are affecting us or why we launched that new brand.

I also love it when students ask me questions that show that they're being thoughtful about their career, such as, "If I come out of this role, what types of opportunities does it prepare me for?" or, "What makes a person successful here at Gap?"

Do you focus recruiting in California, where Gap is headquartered?

We recruit in every region of the country. We have quite a few schools, and they run the spectrum from small colleges, like Santa Clara University here in California, to large universities, like Indiana University and Duke University.