A good internship interview helps you understand what a candidate has tried, what they hope to learn, and how they approach unfamiliar work. It should also give them a clear picture of the role and a fair chance to show their potential. Use the steps below to prepare consistent, job-related questions, invite specific examples, and leave time for the candidate’s questions.
What You’ll Need
- A brief, accurate description of the internship’s responsibilities, supervision, schedule, and learning opportunities.
- A short list of core skills or behaviors the intern will need, such as careful research, clear communication, or willingness to ask for guidance.
- A consistent set of questions and a simple note-taking sheet, so candidates are assessed against the same role-related criteria.
- Relevant information about the candidate’s application, such as coursework, volunteer work, projects, or previous employment. Do not assume they have extensive work experience.
- A quiet meeting space or reliable video-call setup, plus a way to share the role details with the candidate.
- Any interview guidance from your organization’s human resources team, especially about accessibility, privacy, and locally applicable hiring rules.
Step-by-Step
- Set the expectations before asking questions. Introduce yourself, explain how long the conversation is expected to take without overpromising a precise duration, and describe the role in plain language. Summarize the main tasks, who will supervise the intern, and what support is available. Be candid about routine work as well as appealing projects. This prevents candidates from answering based on a mistaken picture of the internship and helps them decide whether it fits their goals.
- Ask what the candidate wants to learn. Try: What would you like to learn or practice during this internship? Follow up with: Which part of the role connects most closely to that goal? Listen for a thoughtful connection, not a perfectly polished career plan. An intern may be exploring a field or still forming interests. Their answer can help you understand what kind of guidance would be useful and whether the opportunity can realistically provide it.
- Invite an example of relevant work. Ask: Can you tell me about a class project, personal project, volunteer task, or job that relates to this work? Then ask what the candidate personally contributed, what choices they made, and what they would improve now. This makes room for experience gained outside paid employment. If the answer is broad, gently ask for one concrete moment or decision. Assess the candidate’s reasoning and contribution rather than the size or prestige of the project.
- Explore how they handle a challenge. Ask: Tell me about a time you got stuck on a task. What did you do next? A useful answer may include checking instructions, trying a reasonable approach, asking a timely question, or explaining what they learned. Do not expect an intern to solve every problem independently. Look for judgment about when to keep working and when to seek help, and ask what support would have made the situation easier.
- Ask how they use feedback. Try: What is a piece of feedback that changed how you approached a task? If they cannot recall a formal review, let them draw on a teacher, teammate, coach, or project partner. Follow up with: What did you do with that feedback? The point is not to test whether they claim to welcome every comment. Listen for openness, reflection, and an ability to clarify feedback before acting on it.
- Discuss teamwork and communication. Ask: How do you keep people updated when you are working with others? or Tell me about a time a group had different ideas about what to do. Ask what the candidate said or did, not merely whether the group succeeded. Consider the communication the role actually requires, including written updates, asking questions, or sharing progress. Avoid favoring a particular personality style when the work can be done effectively in different ways.
- Use a realistic scenario to understand their approach. Describe a task the intern might genuinely encounter, without giving away confidential information. For example: You have been given a new assignment, but the instructions leave one important point unclear. How would you proceed? A strong response might involve identifying the uncertainty, checking available guidance, and asking the supervisor a focused question. There is no need to treat this as a puzzle with one secret answer. Explain what the scenario is meant to reveal and allow the candidate time to think.
- Clarify practical expectations and invite questions. Explain the expected schedule, location or remote arrangement, supervision, and any known start requirements. Ask whether the stated arrangement works for the candidate, using the same job-related wording for everyone. Follow your organization’s process and local rules for topics such as eligibility or accommodations; do not improvise personal questions. Finish with: What would you like to know about the work, the team, or the learning experience? Answer honestly, including when you need to confirm a detail later.
Common Mistakes
Expecting a seasoned employee. An internship is a learning role, so questions that presume extensive industry experience can screen out capable candidates unfairly. Accept examples from coursework, community activities, independent projects, and everyday responsibilities when they demonstrate relevant behavior.
Asking vague or leading questions. “Are you a hard worker?” invites a predictable yes. Ask for a specific example and what the candidate did. Avoid wording that implies the answer you want, because it makes candidates less likely to explain their genuine process.
Changing the standard from person to person. A relaxed conversation with one candidate and a demanding interrogation with another makes comparison difficult. Use a shared core set of questions, similar follow-ups, and role-related evaluation criteria.
Confusing confidence with competence. Some candidates are nervous or thoughtful before answering. Give them time, repeat or clarify a question when needed, and evaluate the substance of their examples rather than presentation polish alone.
Making promises you cannot keep. Do not imply that the intern will own a major project, receive a particular outcome, or get a specific future opportunity unless that is confirmed. Describe what is planned and distinguish it from what may depend on team needs.
Tips
- Tell candidates they may use examples from school, personal projects, volunteering, or work. This makes the interview more appropriate for early-career applicants.
- Use follow-ups that invite detail: What was your part? What did you try first? What happened afterward? Keep follow-ups neutral rather than coaching toward a preferred answer.
- Take concise notes on evidence, not impressions. Record the skill shown, the example given, and any point you need to clarify. Avoid comments about appearance or personal characteristics unrelated to the role.
- Tell candidates how the interview will proceed and whether there will be another conversation or task. If the process changes, communicate the change rather than leaving people to guess.
- Provide a way to request an interview adjustment, and coordinate requests through the appropriate workplace contact. Apply the same job-related standards while making the process accessible.
- After each conversation, compare the evidence with the role criteria before discussing general impressions with other interviewers.
Troubleshooting
The candidate has little formal experience: Reframe the prompt around school, volunteer work, hobbies, or a responsibility they handled. Ask what they learned and how they approached the task. If they still have no example, use a realistic scenario and assess their reasoning, while noting that it is a different kind of evidence.
An answer is very short or unclear: Pause rather than filling the silence. Then ask a neutral follow-up, such as Could you walk me through what you did? If the wording may have confused them, restate the question more simply. Do not keep probing into personal matters to force a more impressive story.
The interview is running behind: Keep the essential questions and shorten less important discussion, rather than rushing the candidate through every prompt. Preserve time for their questions and explain if you need to arrange a follow-up. Use the same priorities for each candidate where possible.
A candidate asks about something you do not know: Say that you want to verify the detail, identify who will confirm it, and explain how the candidate can expect to receive the answer. Guessing about duties, pay, scheduling, or future opportunities can create confusion.
A sensitive or potentially inappropriate topic comes up: Bring the discussion back to the role’s requirements. If you are uncertain about what can be asked or how to handle a disclosure, consult the appropriate human resources contact and follow local rules. Do not press for private details that are not needed to assess the work.
Frequently Asked Questions
What is the best opening question for an intern interview?
Start with a role-relevant, open question such as What interests you about this internship? It gives the candidate room to explain their goals and provides a natural start to the conversation.
Should I ask interns about weaknesses?
You can ask what skill they are working to develop, then invite an example of how they are practicing it. This is more useful than asking for a rehearsed weakness and keeps the discussion focused on learning.
How do I assess a candidate with no work history?
Ask about coursework, volunteer activities, independent projects, or responsibilities outside work. Look for relevant actions and reflection, not a particular job title or setting.
Should every candidate get the same questions?
Use the same core questions and evaluation criteria for everyone. Reasonable clarifying follow-ups can differ, but keep them relevant and avoid giving one candidate substantially more coaching or opportunity to demonstrate a skill.
Can I ask about availability?
You may need to confirm whether a candidate can meet the role’s stated schedule. Ask in a consistent, job-related way, and check with human resources about applicable rules before asking about personal circumstances or other sensitive subjects.
How many questions should I prepare?
Prepare a manageable set that leaves room for follow-ups and candidate questions. Choose prompts that cover the internship’s most important skills rather than trying to ask everything on a long checklist.