Current and former GE Energy interns were given the opportunity to interview for the Edison Engineering Development Program (EEDP). The process included interviews with the program manager, HR contact, Advanced Courses contact, and a group manager. All interviews included behavioral questions and questions about the candidate's experiences. There were no technical questions (although there usually are). There was no in-depth questioning about experiences or desires. Everything seemed to be taken at face value. All candidates experienced the same "easy" interviews, so there was not much room in which to separate one's self from the pack. GE Energy did not communicate well about the hiring process and repeatedly changed the number of interns that would be hired. At the time, all candidates were current and former interns, but they were treated like outsiders. HR did not communicate. When candidates inquired, HR repeatedly pushed back dates for when candidates would be notified about offers. Almost all interns were not given offers, and no feedback was provided. More experienced interns were passed over for new interns. Also, non-GE students from campuses were recruited to fill some spots. Later, it was learned that some applicants were called back 4 months after the interviews to be given phone interviews and offers. This impersonal and haphazard hiring process was especially unprofessional because all candidates had been GE interns, not strangers with no experience. As a result, many interns would not return to the company if given the opportunity. In this economy, it seems that GE prefers to recruit non-GE people, leaving the GE interns to be used as paid labor and an extra candidate pool.