What interview questions should I ask?

If the role involves proficiency with any technical skills, include at least one technical skill related question. You can also measure technical skills through a technical assessment during the interview or through a take-home assignment. Inform the candidate in advance if there will be a technical assessment.  

How to evaluate technical skills:  

• Ask the student how they have used a technical skill in the past and how that experience relates to this role.  
  • Example: “What coding languages are you most comfortable with, and how have you used that language in the past?”
• Ask situational or problem-solving questions to observe how the student would use their technical skills to approach a particular problem.  
• If using a technical assessment, make sure it measures the skill(s) you are most interested in.
  • For example: If you want to assess a candidate’s proofreading skills, ask them to identify errors in a document rather than asking them to write something from scratch.  

Interpersonal skills may or may not be the focus of the role, but they are essential to how the WIL student will get their work done. Interpersonal skills questions can introduce bias, so keep this criteria measurable.

How to evaluate interpersonal skills:  

• Ask open-ended behaviour-based questions to understand how candidates respond in difficult situations.
  • Example: “Tell me about a time you handled a difficult situation with a co-worker or customer.”  
• Pay attention to the spectrum of communication skills, including listening skills, non-verbal communication, and using clear and concise language. It’s not just about what they say, but how they say it.
• Interpersonal skills begin with the individual’s ability for self-management. Ask questions to draw out how a candidate manages their reactions in difficult situations or how they handle workplace pressures.

Knowing how a new hire will connect with the organization starts with knowing your organization’s values. If achievement is important to your organization, ask students about a time they achieved a goal. Take note of how readily and with how much detail they respond.   

How to evaluate organizational fit:  

• Include the position supervisor in the selection process because they best know the role, the skills required, and challenges. 
• Identify the attributes (knowledge, skills, abilities, values) related to organizational culture that enabled previous WIL students to be successful. Remember, these attributes should be measurable.
  • Example: If the ability to work independently will help the WIL student be successful, you might ask, “Tell me about a time you made an important decision without the help of a supervisor?”.
• Ask hypothetical questions to see how a candidate might respond in situations that are common in your work environment.
  • Example: If your organization values collaboration, you might ask candidates, “You have a new idea or suggestion to introduce to your co-workers, but not everyone agrees with your proposal. How would you handle this?”.  
• You don’t necessarily want all your hires to be exactly the same, so also consider how the WIL student could enhance the organizational culture by bringing a new perspective.

Learning potential is an essential criteria for employers engaging in WIL, especially when building their talent pipeline. Learning potential is an abstract description of the likelihood that an individual could learn to be a top performer in an organization. Our research on employer talent pipelines revealed that employers differed in the skills they looked for in employees, but they agreed on the necessity of a lifelong learning mindset for success.  

How to evaluate learning potential:  

• Ask behaviour-based interview questions and note whether the student describes learning, skill development, or personal growth as part of the result. 
  • Example: "Describe a situation where you were presented with a problem outside of your comfort zone. How did you approach the problem and were you able to find a solution?" 
• Pay attention to interview responses where the student demonstrates flexibility and adaptability.  
• Observe the student’s attitude toward approaching day-today challenges as opportunities to learn and grow.  
  • Example: "Based on what you’ve learned so far, what excites you most about the role?"
• Note if the student asks thoughtful questions about the role and organization in the interview.  

Self-direction is a key value for the next generation of talent and is essential if the role involves remote work. However, self-direction may not come easily to everyone in every situation.  

How to evaluate for self-direction:  

• Listen for interview responses where the student took charge of their own learning and/or worked independently.  
• Ask behaviour-based questions that demonstrate achievement and goal setting.  
  • Example: "Tell me about a time you achieved a goal. What steps did you take to achieve it?" 
• The student mentions teaching themselves a skill for the specific purpose of advancing their personal or career goals.
• The student has experiences that demonstrate intrinsic motivation, like volunteer work, participating in clubs or on sports teams, or hobbies outside of career and academics.