Internship

How to ace your intern interview questions

Interns bring diversity, energy and fresh ideas to your company. 

In other words, they are SO worth your time.

Here’s how to make internships work for you: 

• Make sure you’re up-to-date with local labor laws when it comes to compensation and working hours.
• Post job ads on sites like Internships.com and WayUp as well as college careers pages and social networks. 
• Offer 5-6 month internships, so interns have time to settle in and get used to their new duties.

Internship interview questions

• Why did you choose this internship?
• What are your career goals and how will this internship help?
• What do you hope to get out of this internship?
• What are your salary/ compensation expectations?
• What is your current availability?
• What is your tech experience?
• Describe 1-2 college projects. How do they relate to this position?
• How do you balance tight deadlines with multiple assignments?
• Have you ever faced a challenge working in a team? What was the outcome?
• How would you face a problem: Reach out to your manager, consult coworkers or try to solve it solo? Why?
• Have you ever received negative feedback from a professor or team member? How did you react?
• Will you continue to study? What would you want to learn more about?

Top internship interview tips

• Go into detail: Less experienced candidates will need extra guidance. Describe each hiring stage in detail so they know what to expect.
• Spot deal breakers: Treat interns in the same way you treat candidates in any other role. Pay attention to the basics in application forms and screening calls to figure out whether candidates have the minimum requirements. 
• Give assignments: Skills-based assignments help you understand how candidates will apply knowledge (despite their lack of experience). 

Candidates to avoid

• Career goal mismatch: If their long-term goals don’t match your company objectives, they’ll probably not be interested in the role for long.
• Unmotivated candidates: Internships should be treated in the same way any other role is. Candidates who are unmotivated and can’t wait until the end of the day aren’t worth your time.
• Unprofessional candidates: Late, arrogant or rude candidates are a no-no. 
• Bad culture fit: Screen for culture fit early on in the hiring process. Candidates who won’t fit in, won’t be productive or happy.