Hiring interns can be one of the most fun and refreshing experiences for a company. You get to meet smart, enthusiastic young minds ready to learn and contribute. But picking the right one? That can be tricky.

TL;DR: Intern interviews don’t have to be scary. Ask the right mix of questions to find curious, coachable, and enthusiastic candidates. Keep it light—but insightful. We’re here to help you do just that!

Why Intern Interviews Are Different

Unlike hiring full-time professionals, interns often come with little real-world experience. So, you can’t rely as much on past work. Instead, you’re hiring for potential, attitude, and learning ability.

This means your interview questions need to dig into:

  • Their curiosity
  • How they solve problems
  • How well they fit into your team

Setting the Right Tone

Start with a warm, friendly vibe. Remember, this might be their first-ever interview. Make them feel comfortable.

Encourage a real conversation. This is not an interrogation—it’s getting to know someone!

Top Intern Interview Categories

Let’s break down the interview into four main areas:

  1. Behavioral Questions
  2. Skills and Interests
  3. Cultural Fit
  4. Coachability & Growth Mindset

1. Behavioral Questions

These help you understand how they think and act. Go beyond “yes” and “no.”

Try These:

  • Tell me about a time you worked on a project with someone else. What was your role?
  • What’s a challenge you’ve faced, and how did you handle it?
  • Can you describe a situation where something didn’t go as planned?

Look for self-awareness, communication, and honesty in their answers.

2. Skills and Interests

Sure, they may not have years of experience. But they do have interests and student work. Dig into it!

Ask Them:

  • What’s something you’ve learned recently that you’re proud of?
  • Have you tried any school projects, coding work, creative pieces, or campaigns?
  • What tools or platforms are you comfortable using?

This helps you understand where their passion lies—and what you can build on.

3. Cultural Fit

Interns might be temporary—but they still impact your team. So you want someone who vibes with your company culture.

Ask:

  • What kind of team or environment do you do your best work in?
  • What kind of manager would you like to work for?
  • How do you handle feedback or critique?

Are they open-minded? Do they value teamwork? That’s gold.

4. Coachability & Growth Mindset

No intern will get everything right on Day 1. What matters is how fast they learn and how open they are to learning.

Use questions like:

  • What’s something you struggled with at first but got better at over time?
  • Can you tell me about a time you got feedback you didn’t like? What did you do?
  • If you don’t know how to do something, what’s your strategy?

You want someone who says, “I don’t know that yet…but I’ll find out!”

Red Flags to Watch Out For

It’s not always about perfect answers. It’s about authenticity. But keep an eye out for these:

  • Memorized or robotic answers
  • No enthusiasm about learning or growing
  • Negative talk about past teams or teachers

Fun Bonus Questions

Mix in 1 or 2 questions that are unexpected but tell you something valuable.

Examples:

  • If you were a superhero intern, what would your superpower be?
  • Teach me something in 60 seconds!
  • What app or website could you not live without?

You’re judging creativity, quick thinking, and personality—not their trivia skills!

Interview Smarter, Not Harder

To make the most of intern interviews:

  1. Prepare your questions ahead of time
  2. Keep notes during the interview
  3. Debrief with your team afterward

And don’t forget to evaluate for both personality and potential. A little training can go a long way for the right intern.

Final Tips

Want to hire the best intern talent? Here’s what to remember:

  • Stay kind and curious—it’s contagious!
  • Ask open-ended questions that get them talking
  • Use silence as a tool—let them think
  • Share your company culture and be real about the job

Remember: This interview is probably part of their learning journey too. You want them to walk away saying, “Wow, that was a great experience—even if I don’t get it.”

Conclusion

Interns bring energy, new ideas, and hidden talent. Your job is to spot that spark in a short time. With the right questions, you’ll not only find great interns—you’ll also build your future hiring success.

So go on, get your list ready. Ask smart. Listen well. And welcome the next generation of awesome.