Entry-level interview questions and answers
Use these sample entry-level interview questions when you’re recruiting junior candidates or recent graduates.
10 good entry-level interview questions
- Why did you choose to study this field?
- How do you think your studies have prepared you for the challenges you’ll face on the job?
- Why did you apply for this position? Was there something specifically in the job ad that drew your attention?
- What would you do if you were on the phone with a client and didn’t know how to answer their questions?
- Describe a time (e.g., from college or an internship) when you worked as part of a team to accomplish a goal.
- How did you organize your schedule when you had to complete various projects and assignments on tight deadlines?
- What would you like to have learned or what skills would you like to develop during your first year at work?
- What kind of projects did you work on during your internship? What was your role, what challenges did you face, and what did you learn?
- What would you do if your manager assigned you with a task you didn’t know how to approach?
- Pretend I’m a potential client and you want to sell me X product. What would you ask to learn about my needs and how would you try to convince me to buy the product?
Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.
1. Why did you choose to study this field?
Understanding the motivation behind a candidate’s academic choices can provide insights into their passion and dedication to the field.
Sample answer:
“I’ve always been fascinated by technology and its impact on businesses. Studying IT was a natural choice as it combined my interest in technology with its practical application in the business world.”
2. How do you think your studies have prepared you for the challenges you’ll face on the job?
This question assesses how a candidate perceives the transition from academic life to a professional setting.
Sample answer:
“My studies provided a solid theoretical foundation, but I also took part in group projects and internships that simulated real-world challenges. This balance of theory and practical experience has prepared me for the dynamic nature of the workplace.”
3. Why did you apply for this position? Was there something specifically in the job ad that drew your attention?
Gauging what attracted the candidate to the position can help determine their alignment with company values and goals.
Sample answer:
“I was drawn to the company’s commitment to innovation, as mentioned in the job ad. I believe this role will allow me to contribute to that culture while growing professionally.”
4. What would you do if you were on the phone with a client and didn’t know how to answer their questions?
This question tests the candidate’s problem-solving skills and their approach to challenging situations.
Sample answer:
“I would let the client know that I need to verify the information to provide the most accurate answer and get back to them promptly.”
5. Describe a time (e.g., from college or an internship) when you worked as part of a team to accomplish a goal.
Teamwork is crucial in most professional settings. This question assesses the candidate’s experience and attitude towards collaborative efforts.
Sample answer:
“During my internship, our team had to develop a marketing strategy within a tight deadline. We divided tasks based on our strengths, held regular check-ins, and successfully delivered the project on time.”
6. How did you organize your schedule when you had to complete various projects and assignments on tight deadlines?
This question evaluates the candidate’s time management and organizational skills.
Sample answer:
“I used a combination of digital tools like Trello for task management and traditional methods like maintaining a physical planner. Prioritizing tasks based on urgency and importance helped me meet all my deadlines.”
7. What would you like to have learned or what skills would you like to develop during your first year at work?
This question assesses the candidate’s forward-thinking and eagerness to grow professionally.
Sample answer:
“I’d like to enhance my analytical skills and get hands-on experience with advanced data visualization tools. I believe these skills will be pivotal in making data-driven decisions.”
8. What kind of projects did you work on during your internship? What was your role, what challenges did you face, and what did you learn?
This question aims to understand the candidate’s practical experience and their ability to learn from challenges.
Sample answer:
“I worked on a project analyzing customer feedback. My role was data collection and preliminary analysis. The challenge was the vast amount of unstructured data, but I learned the importance of data cleaning and categorization.”
9. What would you do if your manager assigned you with a task you didn’t know how to approach?
This question tests the candidate’s problem-solving skills and their approach to unfamiliar challenges.
Sample answer:
“I would start by researching and gathering as much information as possible. If I still felt unsure, I’d seek guidance from a colleague or supervisor to ensure I’m on the right track.”
10. Pretend I’m a potential client and you want to sell me X product. What would you ask to learn about my needs and how would you try to convince me to buy the product?
This question evaluates the candidate’s communication and sales skills.
Sample answer:
“I’d start by asking about your current challenges and needs. Based on your answers, I’d highlight how our product addresses those specific pain points and the benefits you’d gain from using it.”
How to interview entry-level candidates
Interviews with junior candidates and recent graduates are challenging, as their lack of professional experience can make it hard to gauge their skills. But, targeted entry-level interview questions can help you assess their abilities.
When interviewing entry-level candidates, evaluate their:
- Communication skills: how they present themselves and their goals.
- Time-management skills: how they managed deadlines in the past (e.g. during college or internships.)
- Problem-solving skills: how they approach job-related challenges (by using hypothetical scenarios or simulation activities.)
Here are some sample questions to ask entry-level candidates during interviews:
Examples of entry-level interview questions
- Why did you choose to study this field?
- Would you consider expanding your studies in the future? What would you want to learn more about?
- How do you think your studies have prepared you for the challenges you’ll face on the job?
- Why did you apply for this position? Was there something specifically in the job ad that drew your attention?
- What would you do if you were on the phone with a client and didn’t know how to answer their questions?
- Describe a time (e.g. from college or an internship) when you worked as part of a team to accomplish a goal.
- How did you organize your schedule when you had to complete various projects and assignments on tight deadlines?
- What would you like to have learnt or what skills would you like to develop during your first year at work?
- What kind of projects did you work on during your internship? What was your role, what challenges did you face and what did you learn?
- What would you do if your manager assigned you with a task you didn’t know how to approach?
- Pretend I’m a potential client and you want to sell me X product. What would you ask to learn about my needs and how would you try to convince me to buy the product?
- Describe a time when you received negative feedback from a professor or manager. How did you react?
How to assess entry-level candidates in interviews
- Junior candidates and recent graduates mightn’t be familiar with professional interview settings. Start with an ice-breaker and then describe the process you’ll follow to make them feel comfortable.
- Focus on situational questions instead of behavioral ones. Pose hypothetical scenarios to test how candidates manage work-related situations, even if they lack relevant experience.
- Place value in volunteer work, extracurricular activities and internships. These kinds of experiences can give you an idea of how candidates interact in a team environment and how they use their skills to achieve results.
- Entry-level candidates are not necessarily inexperienced. They may be professionals looking to make a career change. In this case, gauge what motivates them to pursue a career in a different industry.
- Include an assignment in your hiring process to better evaluate candidates. This is particularly useful for creative roles when candidates don’t have a complete portfolio of work yet. Plus, you’ll gain some good talking points for your interviews.
Related: How to attract and hire entry-level employees
Red flags
- They have different career goals. Junior candidates might struggle to identify jobs in their field of interest. If you realize that their career goals don’t match your position, it might be hard to retain them in the long-run.
- They are arrogant. Employees in junior positions often require training and mentoring from more experienced coworkers. A “know-it-all” attitude may prevent them from developing professionally.
- They are unprofessional. You shouldn’t judge junior candidates too harshly if they don’t come fully prepared for your interviews. But, signs of unprofessionalism, like showing up late or missing deadlines for assignments, are clear red flags.
- They lack motivation. Entry-level employees often show enthusiasm and a “can do” attitude for simple and challenging tasks. Candidates who don’t ask follow-up questions and seem disengaged mightn’t be interested in your position.