The interview process at 3M generally begins with an online application where candidates submit their resume and cover letter through the company’s careers portal. If shortlisted, candidates are contacted for an initial HR screening, which typically involves a phone or video call to discuss the candidate's background, interests, and alignment with the company culture and role. Next, selected candidates move on to a technical or functional interview, where they are assessed on their domain knowledge, skills, and experience relevant to the role. This may include problem-solving scenarios, case studies, or practical assessments. Candidates may then be invited to a behavioral interview, often using the STAR method (Situation, Task, Action, Result), to evaluate soft skills like teamwork, leadership, adaptability, and communication. In some cases, there is a panel interview with multiple stakeholders from different departments, allowing 3M to gauge cross-functional fit and innovation mindset. Depending on the position, interviews may be in-person, virtual, or both. Finally, top candidates are contacted with a job offer, followed by background checks and onboarding procedures.

Was offered a single in person interview, no phone screening. I flew to Minneapolis (on my own dime) for this interview, which was supposed to last at least an hour, the interviewer was late, cut the interview short. I was later told I did well, and would be given a follow-up phone interview with would be co-workers. Soon before this follow-up phone interview, I was told they found another candidate at a conference.