A good intern can make a BIG DIFFERENCE in your work. If you have another pair of hands on board to help with unfinished projects or to do that research that has been waiting for a long time. You'll have extra hours in the day to do other things that have been waiting and you'll have the opportunity to mentor and develop your own leadership and management skills.

And a not-so-great intern? Well, ask anyone who has had one-the situation can be more problematic than beneficial.

But differentiating and identifying the second category from the first can be difficult, especially since interns don't come with a lot of work experience or professional skills. What questions can you ask them if they haven't had any jobs to measure?

Just remember: the goal of an internship interview is the same as a job interview-you should seek to learn about the person's skills and abilities, assess their interest in your company, and determine whether or not they would be a good addition to your team. Here are some questions that might get you started.

You want to know: Do they have skills and abilities?

Tell me about your classes - how are they relevant to this job?

Even the most common college class has a professional benefit. There are some connections that are obvious, but there are other classes that have indirect benefits-for example, writing an essay requires research, organization, time management, and editing skills. By having candidates identify and articulate those connections, it will give you a sense of where their strengths lie.

Tell me about your experience in social service or volunteering.

Experiences such as volunteering in the community, planning college events, or participating in clubs can be incredibly valuable in developing professional skills. Having candidates describe what they have learned and gained from these experiences can be a great way to determine what they will bring to the professional setting.

What skills do you want to gain from this experience? And what skills can you offer us?

Sometimes asking directly is best. Candidates may have great skills that don't show up in their classes or college activity-or they may even know they need experience in a certain area where that specific job can help them. Either way, look for people who have actually thought very well about what they will bring to the table and what they want to learn from the opportunity.

You want to know: Are they interested in your company?

Why do you want to intern here?

Sometimes students simply need to fulfill their internship hours and will grab whatever opportunity is in front of them. But the best candidates-the ones who are likely to work hard and are excited to learn more about the industry-will apply because they respect the company or have some connection to the work they do. Look for those people who actually want to be part of your team.

What do you want to know about our company? Do you have any questions?

As with any good interview, you want a candidate who has done their research. Ask a few questions that will reveal their knowledge about your company.

You want to know: Will they fit in with your team?

What are your expectations?

Asking candidates about their expectations of the internship is a good way to make sure they understand your company and the work they'll be doing.

What do you know about the industry?

An intern will become a member of your team and will be interacting with other colleagues, vendors and customers at some point. So make sure whoever you hire is someone who is familiar with basic industry language, programs and procedures-or at least excited to learn them.

What are your goals when you graduate?

Learning about candidates' long-term plans gives you insight into the type of person they are and want to be. It doesn't necessarily have to align to the job and industry, but the opportunity will be a better experience for both of you if it's at least somewhat related.

As you ask these general questions, try to elaborate on the answers and have the candidate give specific examples when possible. Don't let the candidate's little or no experience discourage you-just focus on the needs of your organization and the practical skills the candidate can bring to the table.

Source:

https://blog-prodensahr.com/las-mejores-preguntas-de-entrevista-para-practicantes/