Kerry Mullins is the Director of Recruitment for KIPP NYC, a K-12 charter school system, where she recruits for mid- to senior-level positions throughout the organization, including teachers, school leaders, and professional and administrative staff.
1 What is an example of something a strong candidate did very well or that impressed you?
I can’t think of one thing but generally I look for candidates to have done their homework and prepared – even if they are junior or perhaps lack certain job specific requirements. I like to see evidence that they know about the company, position and interviewer and that they have prepared a few questions in advance of the interview. Strong candidates always do these things.
2 What is a pet peeve or dealbreaker that candidates may unwittingly or carelessly do?
I’m generally ok if a candidate shows up for an interview with me up to about 5 minutes late (which can often be a deal-breaker for many interviewers) but if a candidate does not apologize for the lateness, I take note. You’d be surprised how often people do not apologize (perhaps thinking you won’t notice.)
3 Many jobseekers spend a lot of time fretting about the resume. Is this a good idea? What is another area (interviewing, networking, follow-up, online profile, company research, etc) that you recommend jobseekers spend significant time on?
If you are going to send a thank you email – please, please, please take your time, check all names and other potential spelling or grammatical errors. Have someone else proofread before hitting send!
Next week’s Recruiter Interview features Xavier Roux, Founding Partner at Redseeds Consulting, a retained search firm that specializes in the management consulting industry.