In probably our most overdue post, we asked Peppercom’s Intern Coordinator a few questions about interviews, ideal candidates, and internship deal-breakers.

Q. What can an intern candidate do to really stand out- either in a resume or in the interview?

A. While we might look at a resume for 1-2 minutes to get an idea of experience, the interview is where someone is really going to stand out and show he or she belongs. The most important thing I look for is enthusiasm, both about Peppercom and the industry in general. We try to give our interns an experience that mirrors that of an entry level employee, so we want people who are going to be excited to work here and to learn as much as they can. Candidates can express that in a number of ways. One way is simply doing background research on Peppercom and being able to discuss our particular clients or practice areas which might be of interest. We also like candidates who do more than simply talk about the tasks he or she did in a previous internship, instead focusing on what one learned or accomplished while working on a project, and the personal satisfaction that came with it. Most importantly, candidates can be honest and express their own limitations. When interviewing interns, we know not everybody has learned everything there is to learn. We like candidates who can admit this and discuss what he or she still needs to discover, in turn getting excited about learning more at Peppercom. I want to hire someone I know will be enthusiastic on day one, and not simply look at this as having to come to work.

Q. What are your biggest pet peeves when you interview a candidate or review an application? Any deal-breakers?

A. My biggest is pet peeve is when I ask candidates during an interview if they have any questions for me, and they ask for background on Peppercom or the internship – information that is readily available on our website. My favorite candidates ask thought provoking questions about the public relations industry, Peppercom’s approach to PR or recent headlines. Twice I have been stumped by a candidate question on an interview, and I remember both vividly. One person asked an interesting question about consulting clients against “green washing”, while another asked about integrating creative services to current PR campaigns. Candidates who ask questions beyond “my favorite thing about Peppercom” or how I spend my day are going to always stick out.

As far as deal-breakers, I think we just look for people who we gel with and would fit in well here. If we don’t walk away from an interview feeling like it was more of a conversation than an interview, then I don’t think we are going to think about hiring that person.

Q. What can an intern do to make the most out of the internship?

A. Always think about what else you can be doing. When in an intern role, the work can sometimes come in waves, so they’ll be points when an intern might not have a lot on his or her plate. How one spends this time is crucial – do you chat with friends and go on Facebook, or do you research the industries that your clients work in and attempt to find new reporters and interesting trends? Everyone in PR should be striving to read as much news as possible, but it’s not always easy with our workloads. Thus, when an intern sends an email to an account team saying how he or she found a relevant article on the industry that we should all read, and offers to pitch the reporter, it really sticks out to everyone that this person cares and is using his or her time wisely. That is also going to build trust with the team and show that an intern is ready for higher level responsibility.

Q. Do you have an interview horror story that you can share?

A. I can’t think of a particular nightmare story, but two particular horrors consistently make me cringe. First, when I ask candidates about a previous job on a resume, that person explains that it was mostly getting coffee. Candidates should be able to explain how any past role might translate into a PR internship, or it shouldn’t be on the resume. Second, when conducting a phone interview, candidates that sound startled when we call or act as though he or she just woke up. I can’t say it enough, we like candidates that are excited about the prospect of working with us.

Q. What one piece of advice do you have for those just starting their careers in PR?

A. When I first started, one smart person told me to always be proactive, and it was the best advice I received. Don’t sit around and wait to be told what to do, take initiative and do it yourself. It might be as simple as sending around meeting notes even if nobody asked you to, or explaining that you’ll pitch an editorial calendar opportunity rather than sending to the team as an FYI. Don’t overstep your bounds, but think about how you can make life easier for those above you and earn trust with your teammates.