Frances Chan
Careers Commentator
20+ employers share what qualities separate a good intern from a not-so-great one
Hiring interns can be tricky, especially if you're new to it. How do you identify candidates who will contribute positively to your team?
We've got you covered. We've asked 20+ experienced internship employers across various industries, to share their insights on what makes an intern truly valuable. Here are the top five qualities they look for, in order of importance:
In this guide, we'll break down each of these criteria and provide practical tips on how to spot them in candidates.
At the end, you'll also find a comprehensive checklist of questions to ask yourself when evaluating potential interns.
Let's dive in!
But first: Know what you need
Before we jump into the must-haves, take a moment to brainstorm:
Imagine the intern's typical day. What tasks will they handle?
List the hard skills they'll need. Programming languages? Software proficiency?
Think about the soft skills that'll help them thrive. Communication? Problem-solving?
Consider your company culture. What personalities mesh well?
Assess your capacity for mentorship. How much guidance can you provide?
Pro tip: Write these down. They'll be your North Star when sifting through applications.
1. They actually care
This is the foundation of everything else. The worst interns, according to employers, are those who simply don't care. As one senior electrical engineer at Stantec shared:
[One of my interns] would show up to work in a hoodie and always had earbuds in. He had no energy, no drive, no ambition. You could tell he didn't want to be there.
These interns drain team resources and energy. To identify candidates who genuinely care, look for the following:
Thoughtful application materials: Did they tailor their resume, or is it a generic copy-paste job?
Interview prep: Have they researched your company and have relevant questions?
Extra-curricular activities: Look for volunteer work, personal projects, or activities related to your field. These show initiative and time management skills, indicating they care about their personal and professional development.
Interest in your industry: They might not have deep knowledge, but do they show curiosity? Have they read any industry news or blogs recently?
Decent grades: Most employers consider grades for interns. As one civil engineer noted, "Grades matter more for internships because they show how serious you are about getting out of school."
2. They possess key personal qualities
Once you've established that a candidate cares, personal qualities become crucial. These traits can make or break an internship experience:
Confident (but not cocky): You want someone who'll speak up in meetings but doesn’t think they know everything.
Hungry to learn: The best interns are eager to absorb new information and skills.
A joy to work with: Pleasant personalities contribute to a positive team dynamic.
Honest about knowledge gaps: Look for candidates who can admit when they don't know something and show eagerness to learn.
As one former consultant emphasized:
The most important factor for success as an early-stage consultant is humility. You have to understand that you don't know very much about the job and you have to be willing to learn. The biggest mistakes came from people who felt like they had the answers.
3. They're soft skills stars
For interns, soft skills often matter more than technical skills. The most common soft skills employers brought up were:
Communication: Can they explain ideas clearly and concisely?
Teamwork: Do they collaborate well with different personalities?
Problem-solving: Can they approach challenges logically and creatively?
As one senior market researcher shared:
Given the choice, I'm taking the student who has less research experience but really shows me that they have communication, critical thinking, and problem-solving skills.
4. They have basic technical skills
While you're not expecting an expert, some foundation is crucial. Look for:
Familiarity with relevant tools: Are they acquainted with the software and platforms your team uses daily?
Understanding of core concepts: Can they discuss fundamental ideas and terminology in your field?
Relevant coursework: Have they taken classes that align with your field?
Remember, the specifics will vary based on your industry and the role.
5. They have realistic expectations
Lastly, you want someone who understands what entry-level work actually involves. They shouldn't expect to be running major projects from day one. Look for candidates who:
Understand that intern life isn't all glamour and glory
Are excited to learn, even from more mundane tasks
As one senior market researcher shared:
Don't be the intern who expects to run the office. I once had an entry-level employee demand to know why she wasn't invited to a meeting with the CEO when he was in town... Her lack of understanding made me doubt her critical thinking and professionalism moving forward.
Evaluation checklist: Questions to ask yourself when assessing candidates
Do they actually care?
Does their application show they've researched our company? Look for tailored content in their application materials.
Can they articulate why they're interested in this specific internship? Their answer should go beyond generic responses.
Do they have examples of relevant extra-curricular activities or projects? This shows initiative and genuine interest in the field.
Have they asked thoughtful questions about the role and company? This indicates they've done their homework and are truly interested.
Key personal qualities
How do they handle questions they don't know the answer to? Look for honesty and eagerness to learn.
Do they seem confident without being arrogant? They should be able to express ideas clearly without dominating the conversation.
Are they enthusiastic about learning new things? Look for examples of when they've gone out of their way to learn something new.
Soft skills
How well do they communicate their ideas? Evaluate their ability to explain concepts clearly and concisely.
Do they have examples of successful teamwork? Ask about times they've collaborated effectively with others.
Can they describe how they've solved problems in the past? Look for logical and creative approaches to challenges.
Basic technical skills
Can they discuss basic concepts relevant to our field? They should be familiar with key industry terms and ideas.
Are they familiar with the tools we use? While they don't need to be experts, some familiarity is beneficial.
Realistic expectations
Do their goals align with what we can offer in this internship? Make sure their expectations match the reality of the role.
How do they talk about entry-level work? Look for enthusiasm about learning, even from more mundane tasks.
Remember, you're not looking for a fully-formed professional. You want potential, enthusiasm, and a willingness to learn. By focusing on these areas and using this checklist, you're more likely to find an intern who'll not only contribute but thrive in your organization.
Happy intern hunting!
Got questions?
