1. Video interview: They show an intro video, followed by several (4 or 5) pre-recorded questions. You record your answer and submit. 2. Skype Interview: Part behavioural, part mini case. 3. Super day: You go into the office, get paired with a "buddy" to talk to and walk you through the process. Meet for intro in conference room where they do ice breakers and tell you how the day will go. You are split into groups-- one group does a group case while the other does behavioural (individual) interviews). Then you swap!

Terrible. It is not very well planned and there doesn't seem to be a system that they follow. Since the retention rate isn't too high in the HR area, it's hard to know who is who and what they are in charge of. Usually they will look at their past co-ops along with outside candidates for SLDP positions. They require you to be flexible with locations-meaning they want you to take whatever you get when they offer you the position. You have the ability to give them a list of preferences, but you aren't guaranteed anything. Last year they only took into consideration present and past co-ops. There was no structure to this, it was all about if your manager pushed for you and contacted the hiring SLDP manager. All in all the process was ridiculous. There is no loyalty that J&J has to you even if you have done previous co-ops, but expects you to be 110% loyal to them. Most other companies offer full time positions after completing a development program but after SLDP, you are not guaranteed a full time offer. You have to again interview and compete for full time positions.