BlackRock's head of talent has 4 pieces of advice for college students who want to work at the firm

• Nigel Williams said applicants should be specific in their examples and research.
• Williams, BlackRock's head of talent acquisition, also said knowing how to build relationships is key.
• Last year, 60,000 people applied for 1,500 spots in the firm's early-career program.

Last year, BlackRock accepted less than 3% of the people who applied for its early-career programs. Nigel Williams, the firm's head of talent acquisition, has a few pieces of advice for those hoping to nab one of the coveted acceptance letters.

Williams said that college students interested in working at the asset management behemoth should do four things before preparing for an interview: research the firm, have a personal elevator pitch, brainstorm specific examples of success, and reach out to an employee beforehand.

With their "elevator pitch," Williams said, applicants should explain what's important to them, where they excel, and how they've overcome difficulties or solved problems.

"Why would you be great for the company? Being able to give an example, be specific," Williams said, adding that general statements don't tend to land as well.

Researching the firm will help applicants anchor their chosen examples in what BlackRock in particular is looking for. Part of what defines the firm, Williams said, is relationship-building. Many applicants know or reach out to someone who works at BlackRock before the interview to learn about the company culture, he said.

Last year, more than 60,000 people applied for the early-career programs, and BlackRock offered some 1,500 jobs globally for its internship and program analyst positions. Every applicant completes a one-way HireVue interview.

For those who do make it further into the application process, Williams said he's always interested in learning about "what makes people tick," whether by having them talk through what they've learned from solving a challenging situation, or asking about what they would have done differently.

As BlackRock continues to accelerate its technological prowess, Williams also said that AI has transformed his hiring process. Strong applicants can demonstrate both their fluency with AI tools and prompting, and their interpersonal skills.

When it comes to younger talent, Williams said he's not just looking for a certain GPA or major, but also those who are engaged in their school communities. BlackRock has, for example, had a lot of success when hiring student athletes.

Of those who do make it into the summer intern program, around 75% receive offers to return as analysts after graduating from college, which may be especially helpful in a brutal job market for young talent.