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Interviewing Graduates: A Guide for Managers to Uncover Potential in Experience-Lite Candidates

• July 19, 2024

Interviewing Graduates: A Guide for Managers to Uncover Potential in Experience-Lite Candidates

As a manager, hiring new talent is both an exciting opportunity and a significant responsibility. When it comes to interviewing recent graduates, the challenge often lies in the fact that they may not have extensive work experience. However, this does not mean they lack potential or capability. Here’s how you can effectively interview graduates to identify the best fit for your team and organisation.

1. Shift Focus from Experience to Potential

While seasoned candidates can present a portfolio of past achievements, graduates bring fresh perspectives, eagerness to learn, and untapped potential. Shift your interview strategy to evaluate their potential rather than just their past experiences. Look for indicators of growth, adaptability, and a proactive mindset.

Questions to ask:

"Can you tell me about a project or assignment where you had to learn something new quickly? How did you approach it?"

"What motivates you to perform well and how do you stay motivated during challenging times?"

2. Evaluate Soft Skills and Cultural Fit

Soft skills such as communication, problem-solving, and teamwork are crucial for any role. Since graduates might not have a long list of technical skills, assessing their soft skills can give you insight into how well they’ll integrate into your team and culture.

Questions to ask:

"Describe a situation where you worked as part of a team. What was your role and how did you contribute?"

"Can you provide an example of a time when you faced a significant challenge? How did you handle it?"

3. Assess Learning Agility and Curiosity

Graduates often bring a fresh outlook and a strong willingness to learn. Assessing their learning agility—how quickly and effectively they can learn new information and adapt—is essential.

Questions to ask:

"Can you share an example of a time when you had to learn something completely new? What steps did you take to master it?"

"What recent trends or developments in our industry excite you and why?"

4. Probe for Passion and Interests

Understanding what excites and drives a candidate can help you determine if they will be passionate about the role and your company. Passionate employees are typically more engaged and productive.

Questions to ask:

"What interests you most about this position and our company?"

"Are there any personal projects or hobbies that you’re passionate about? How do they relate to your professional aspirations?"

5. Consider Situational and Behavioural Questions

Situational and behavioural questions can help you understand how candidates have handled past scenarios, providing insights into their competencies and decision-making processes.

Questions to ask:

"Tell me about a time when you had to manage multiple deadlines. How did you prioritise and what was the outcome?"

"Describe a situation where you took the initiative to solve a problem. What was the result?"

6. Provide Realistic Job Previews

Give candidates a clear picture of what the job entails. This not only helps them understand if they’re the right fit but also allows you to gauge their enthusiasm and readiness for the role.

Suggestions:

Share a typical day or week in the role.

Discuss key challenges they might face and ask how they would handle them.

7. Look Beyond the CV

Graduates might not have extensive work experience, but they often have extracurricular activities, internships, volunteer work, or coursework that can showcase relevant skills and qualities.

Questions to ask:

"Tell me about an extracurricular activity or volunteer experience that taught you a valuable lesson."

"How have your academic projects prepared you for this role?"

8. Use Assessments and Practical Exercises

Incorporate assessments or practical exercises relevant to the job. This could include problem-solving tasks, case studies, or role-playing scenarios to observe how they approach real-world problems.

Suggestions:

Present a common challenge they might face in the role and ask them to outline their approach to solving it.

Use group activities to observe their teamwork and communication skills in action.

9. Provide Constructive Feedback

Graduates are at the beginning of their careers and can greatly benefit from your feedback. If you decide not to move forward with a candidate, offering constructive feedback can help them grow and improve.

Tips:

Highlight their strengths and areas where they performed well.

Offer specific suggestions for improvement and resources they can use to develop these areas.

10. Emphasise Growth Opportunities

Highlighting your company’s commitment to growth and development can be a strong attractor for recent graduates who are eager to learn and advance their careers.

Points to highlight:

Training programmes and professional development opportunities.

Mentorship programmes and potential career paths within the company.

Interviewing graduates requires a slightly different approach than interviewing experienced professionals. By focusing on potential, soft skills, and cultural fit, you can uncover the hidden gems who have the drive and capability to grow with your company. Remember, today's graduates are tomorrow's leaders—invest in finding and nurturing the right ones.