Interviewing Early Career Talent

Interviewing all talent requires a structured approach to ensure candidates have the right skills and behaviours to succeed, and this is particularly true for early careers. This guide outlines best practices for planning, preparing, guiding, and conducting interviews—both in-person and virtually—as well as incorporating assessment centres to support the selection process.

Planning & Preparation

1. Define Role Requirements Clearly

Before interviewing candidates, ensure the job description outlines:

• Essential and desirable skills
• Key behaviours and competencies
• Development opportunities available in the role
• Clear expectations for success

Example: For a graduate marketing assistant, essential skills may include communication, creativity, and analytical thinking, while desirable skills could be experience with social media tools or basic graphic design.

2. Design a Competency-Based Interview Process

Develop a structured interview framework aligned to the role’s core competencies. Use a mix of:

• Situational questions (e.g., “What would you do if you were asked to manage multiple conflicting deadlines?”)
• Behavioural questions (e.g., “Tell me about a time when you had to learn a new skill quickly.”)
• Skills-based assessments where relevant (e.g., a coding test for software development roles or a written task for content creation roles).

3. Selecting the Right Interview Questions

The questions you ask should align with the role and level of experience. Here are some examples for different types of early career roles:

Graduate Roles

• Communication Skills: “Tell me about a time when you had to present a complex idea to someone with little prior knowledge. How did you ensure they understood?”
• Problem-Solving: “Describe a situation where you encountered an unexpected challenge. What steps did you take to resolve it?”
• Collaboration & Teamwork: “Give an example of a group project you worked on. What role did you play, and how did you contribute to the team’s success?”
• Adaptability & Learning: “Can you tell me about a time when you had to learn a new skill quickly? How did you approach the challenge?”

Apprentice Roles

• Willingness to Learn: “What interests you about this apprenticeship, and how do you think it will help you grow?”
• Work Ethic & Motivation: “Can you give an example of when you showed initiative in a work or study environment?”
• Time Management: “Tell me about a time when you had multiple deadlines to meet. How did you prioritise your work?”
• Technical or Role-Specific Skills: “Have you had any hands-on experience in [industry/field]? If not, what steps have you taken to prepare for this role?”

By tailoring questions to the candidate’s experience level, you allow them to showcase their strengths without expecting extensive industry knowledge.

4. Choose the Right Interview Format

Consider the best format for engaging with candidates:

• One-to-one interviews: Best for deeper discussions and assessing cultural fit.
• Panel interviews: Useful for gaining multiple perspectives.
• Virtual interviews: Convenient for early screening and broadening talent reach.
• Assessment centres: Can supplement interviews to provide a holistic view of a candidate’s abilities.

Guiding & Conducting Interviews

1. Conducting In-Person Interviews

• Set a welcoming tone: Greet candidates warmly, offer water, and make them feel at ease.
• Ensure a structured approach: Use a consistent question set to fairly assess all candidates.
• Engage candidates effectively: Encourage them to showcase their skills with examples.
• Assess communication and interpersonal skills: Observe non-verbal cues such as confidence and engagement.
• Provide clear next steps: Outline timelines and what candidates can expect post-interview.

Example: If interviewing for a sales assistant role, ask the candidate to describe a time they persuaded someone to make a decision, and look for evidence of negotiation, adaptability, and confidence.

2. Conducting Virtual Interviews

• All of the above: Just as applicable for virtual as they are for in-person interviews.

Plus…

• Test technology beforehand: Ensure video and audio work properly.
• Minimise distractions: Choose a quiet, professional background.
• Build rapport early: Smile, maintain eye contact, and show enthusiasm.
• Adjust for virtual dynamics: Give candidates time to respond and clarify where needed.
• Use structured evaluation: Maintain fairness with a clear scoring rubric.

Example: If a candidate has a poor internet connection, offer an alternative (e.g., rescheduling, switching to an audio-only format) to ensure they are fairly assessed.

3. Effective Communication with Candidates

Good communication helps candidates feel comfortable and enables them to perform at their best. Key strategies include:

• Use clear and simple language: Avoid jargon or overly technical terms, especially for early career candidates who may not have industry experience.
• Be encouraging and supportive: Offer positive reinforcement by acknowledging strong responses (e.g., “That’s a great example of problem-solving under pressure”).
• Actively listen: Maintain eye contact, nod in agreement, and summarise responses to show engagement (e.g., “So what I’m hearing is that you took initiative to resolve the issue—can you tell me more about the outcome?”).
• Give candidates time to think: If a candidate struggles with a question, reassure them by saying, “Take your time, we want to hear your best example.”
• Clarify expectations upfront: At the beginning of the interview, outline the structure (e.g., “We’ll start with some questions about your experience, followed by a case study task.”).
• End on a positive note: Thank the candidate for their time, highlight something strong from their interview, and explain the next steps clearly (e.g., “We really appreciated your insights on teamwork, and we’ll be in touch within a week with an update.”).

Example: If a candidate gives a vague answer to a behavioural question, use a prompt such as “Can you walk me through a specific example?” to help them provide a stronger response.

Assessment Centres

Assessment centres can be valuable tools before or after interviews, offering a more holistic view of a candidate’s capabilities. They provide insight into skills that may not be easily assessed in a traditional interview setting, such as teamwork, leadership, and problem-solving under pressure.

When to Include an Interview in an Assessment Centre

• Before the interview: An assessment centre can help shortlist candidates by evaluating their practical skills and behaviour in group exercises.
• After the interview: It can validate a candidate’s performance by testing their abilities in real-world scenarios.
• Integrated within the assessment centre: Some organisations conduct initial interviews as part of the assessment centre to streamline the process.

Common Assessment Centre Activities

• Group Exercises: Evaluates teamwork, communication, and leadership skills.
• Case Studies: Assesses analytical thinking and problem-solving ability.
• Role-Plays: Simulates real work situations to observe how candidates respond.
• Presentations: Tests communication skills and the ability to convey complex ideas effectively.

Tools & Software for Interviewing

Leveraging technology can enhance efficiency, fairness, and candidate experience throughout the interview process. Below are key tools and how they can help:

1. Video Interview Platforms

Allows pre-recorded and live video interviews, sometimes with AI-driven assessment options. You can find out more on the Talenscio video interview platform here: Talenscio Video Interviews

2. Competency & Psychometric Assessments

Offers cognitive ability and personality assessments to predict job performance.

3. Applicant Tracking Systems (ATS)

Streamlines candidate management, scheduling, and interview feedback.

4. Virtual Assessment Centre Platforms

Evaluate candidates’ competencies, skills, and potential, through a combination of numeric or verbal style assessments, asking a series of competency-based questions, creating a simulated work environment, and more. Find out more on the Talenscio assessment centre platform here: Talenscio Assessment Centres

By using these tools, organisations can create a structured, inclusive, and engaging interview process that supports candidates and ensures fair selection.