“It seems that interviewers like to have each day’s ratings balance out. When an interviewer sees 3 or 4 good candidates in a row, they become concerned that they are giving too many high ratings. So, if another good candidate comes walking through the door, they get a lower rating just so that the ratings for the day are not uniformly high.”
We’re looking for an intern!
Fast Company seeks a paid intern for the Summer 2013 session. Responsibilities include fact-checking all areas of the magazine, contributing supplementary reporting to features, pitching and writing for front of book sections, with opportunities to contribute to Fast Company web properties including Co.Design, Co.Exist, and Co.Create.
Candidates should be college graduates (or have graduated by the first week of June) who are motivated and organized, with a demonstrated interest in magazine journalism. Fact-checking experience preferred but not required.
To apply, send a cover letter, resume, and a selection of clips to Jillian Goodman at jgoodman@fastcompany.com. The deadline to apply is May 15, with the internship starting no later than the first week of June. Applicants should be prepared to work full time, five days per week. We regret that we are unable to respond to all applications, and not all applicants will be interviewed. Please, no phone calls.
“We’ll ask them to tell us about times that they’ve owned projects from start to finish. We’ll talk about tying results to customer demands. We tend to look for real, practical work experience.”
Amazon’s director of global university programs talks about what the company looks for in applicants.
Meet Sasha Senderoff, who feels the intern hiring process is broken, particularly in creative industries like film, TV, music, and fashion. Step one: ditch the paper resume.
“When I speak to managers and executives, rotten apples provoke especially strong reactions. At the gathering of high-tech CEOs mentioned above, there was an interesting 90-minute stretch where each described “what keeps me up at night.” One said it was a star executive who brought in a lot of business but was driving away good people. There was consensus among his fellow CEOs that “we all have seen this movie before” and they all learned, after firing someone like that, “You always ask yourself, why did I wait so long? Things are so much better now!”
