The Best Interview Questions to ask an Intern – part two

Remember our previous post on how we can test the availability of skills and abilities of an intern on Monday? Today we will look into 2 other categories: how to see whether a candidate is really interested in your company and testing the fitness of the candidate’s profile to the job description of the role.

Candidate Interest in the Company

Why do you want to intern in our company?

Sometimes students only need an internship, and they take it as long as they can get it. But the best candidates - those who are likely to work hard and be enthusiastic to learn more about your industry and function - will be applying because they respect your company's mission or have a link with the work that is done. Look for people who are really passionate to join your team.

Tell me what do you know about our company.

An internal candidate who has done his or her research is a good job interviewee. Ask a few questions that will reveal knowledge about their understanding of your business. For example, is there a program that interests them most, or does it have a thought of your recent press release? Furthermore, allow candidates to leave questions about the company and the role of their ability to be open to think critically about what they have learned.

Fitness of Candidate Profile to Role

What Are Your Expectations?

You should ask a candidate on what are their expectations of the internship as it is a great way to determine if they will understand your business and the work they are going to do. Ensuring that both you and the candidate are clear about the work, the required hours and the payment (if any) is the first step to ensure a successful setup for both of you.

What Do You Know About the Industry?

An intern will eventually become a member of your team and will likely interact with other colleagues, clients, and customers at a given time. So, you want to ensure that anyone you bring is familiar with basic industry and technical jargon, programs as well as procedures, or at least, will be thrilled and have the passion to learn about them. A candidate who has conducted information discussions, regularly reads industry blogs, or has a great interest in this field, will always be better than one who is just trying to get experience anywhere.

What Are Your Goals After Graduation?

Learning about long-term goals of the candidates provide you an insight into the type of people they are (and will want to become). You do not have to be perfectly matched to the role and industry, but the internship will be a better experience for both the employer and the intern. Or at least it will be somewhat related. Especially if you wish that your trainee will eventually turn into a full-time permanent employee. For example, a candidate who aspires to work for a large investment banking company after graduation may not be a great pass in your mission-driven Non-Profit environment.

As you address these broad questions, try to prepare the answers and ask the candidates to use concrete examples whenever possible. Do not let the fact that the candidates have little or no professional experience to throw you only to the needs of your organization, the practical skills each candidate brings, and how he or she fits into the team, and you're bound to be successful.