Alex, That’s a great insight!

Alex, That’s a great insight!

Alex, That’s a great insight!

Hi!
What I looked for most when interviewing people was whether or not they could speak in some capacity to what the IRC does. I found that applicants who had at least some knowledge of the IRC (who maybe did their homework before the interview) were our best candidates.
There were a couple reasons for this: those were the people with a serious interest in humanitarian work which usually meant they were already familiar with it, that serious interest was a good indicator that they’d go above and beyond working for the IRC, and they were also the candidates who most frequently had a clear idea of what they wanted to do at the IRC. We didn’t require applicants to select a department to intern for, but those who were enthusiastic about working for the IRC almost always already knew where they wanted to be if we took them on.
As a team, we mainly looked for any relevant experience, and this came in many forms. Sometimes it was time abroad, either in college or before/after doing some kind of humanitarian work, other times it was coursework that gave the applicant most or all of the background knowledge they needed to do well interning for the IRC.

Hi!
What I looked for most when interviewing people was whether or not they could speak in some capacity to what the IRC does. I found that applicants who had at least some knowledge of the IRC (who maybe did their homework before the interview) were our best candidates.
There were a couple reasons for this: those were the people with a serious interest in humanitarian work which usually meant they were already familiar with it, that serious interest was a good indicator that they’d go above and beyond working for the IRC, and they were also the candidates who most frequently had a clear idea of what they wanted to do at the IRC. We didn’t require applicants to select a department to intern for, but those who were enthusiastic about working for the IRC almost always already knew where they wanted to be if we took them on.
As a team, we mainly looked for any relevant experience, and this came in many forms. Sometimes it was time abroad, either in college or before/after doing some kind of humanitarian work, other times it was coursework that gave the applicant most or all of the background knowledge they needed to do well interning for the IRC.

Hi!
What I looked for most when interviewing people was whether or not they could speak in some capacity to what the IRC does. I found that applicants who had at least some knowledge of the IRC (who maybe did their homework before the interview) were our best candidates.
There were a couple reasons for this: those were the people with a serious interest in humanitarian work which usually meant they were already familiar with it, that serious interest was a good indicator that they’d go above and beyond working for the IRC, and they were also the candidates who most frequently had a clear idea of what they wanted to do at the IRC. We didn’t require applicants to select a department to intern for, but those who were enthusiastic about working for the IRC almost always already knew where they wanted to be if we took them on.
As a team, we mainly looked for any relevant experience, and this came in many forms. Sometimes it was time abroad, either in college or before/after doing some kind of humanitarian work, other times it was coursework that gave the applicant most or all of the background knowledge they needed to do well interning for the IRC.