Interviewing Procedures for Student Supervisors

While selecting the right candidate is the primary purpose behind the interview, keep in mind that the interview process is an important learning opportunity for your student candidates. It will provide them with experience, confidence, and will be an important step in obtaining post-graduate employment.

Preparing for the interview

  • Develop a list of questions that may be asked of all qualified candidates. You may choose to ask open-ended behavioral questions (Tell me about a time when...) or closed questions which require just a 'yes' or 'no' answer (Can you edit photos for web publication?).
  • Be specific with your questions and don't make assumptions about a student's ability or skills.
  • Keep in mind that some students will have no work experience. In these instances, ask questions from which you can glean work-related information based on the student's extracurricular.
  • Employers are legally prohibited from asking questions related to any protected class (e.g. race/ethnicity/nationality, sex/gender/sexual orientation, marital/family status, disability, or religion). 

Conducting the Interview

  • Many students are nervous when interviewing for a position. Devote a few moments at the top to put the applicant at ease with some small talk. Questions such as "Tell me about yourself" or "What year are you and what are your aspirations after graduation" are good ways to break the ice. 
  • Supervisors should include some information on the department, essential job functions, dress code, your supervisory style, and any other factors you deem important. Be clear about expectations and confirm the student's understanding. Some typically discussed factors are work schedule, rate of pay, training to be provided, employment period, anticipated start and end dates, federal work study program eligibility, personal conduct, description of job responsibilities (beyond the ad), and hiring decision timeline. 
  • Finish off by asking the student if s/he has any questions. Thank the student for their time and reconfirm the hiring decision time line. 


The Career Education Office (CEO) at Goucher College abides by the principles set forth by NACE (National Association of Colleges and Employers) and expects that employers who use the Center's services will not discriminate on the basis of race, color, national origin, ethnicity, sexual orientation, gender identity, religion, sex, age, disability, or genetic information. All employment listings on the CEO platform are posted at the sole discretion of the Career Education Office.

The CEO is not responsible for the content of any linked site; the CEO provides these links only as a convenience and assumes no liability for acts or omissions by third parties or for any material supplied by them. Goucher is not responsible for safety, wages, working conditions, or other aspects of off-campus employment. It is the responsibility of students to research the integrity and safety of the organizations to which they are applying. Students are advised to use caution and common sense when applying for any position with an organization and reach out to the CEO if they have concerns or questions.