How to Interview Someone Who Has Never Had a Proper Job

Traditional interview techniques reward confidence and polish, which often correlates with experience rather than potential. Candidates who have never had a professional interview may perform poorly despite being highly capable, because they have not yet learned the format.

Employers use structured interviews that assess potential, not just polish. Every candidate is asked the same core questions, scored against clear criteria, and assessed on evidence rather than interview performance. The process is designed to surface capability, not to reward those who have practised interviewing.

Use a structured interview format:

• Structured questions: Ask every candidate the same core questions so you can compare fairly
• Portfolio questions: Ask the candidate to walk through specific pieces, explaining their thinking and process
• Scenario questions: Present a realistic brief and ask how they would approach it, looking for thinking not a perfect answer
• Scoring criteria: Score each answer against defined criteria, not gut feeling
• Evidence-based assessment: Base decisions on what the candidate demonstrates, not how confident they seem

Instead of asking "Tell me about yourself," ask "Walk me through this portfolio piece. What was the brief, what did you do, what would you change?" This surfaces thinking, process, and self-awareness, which are better predictors of potential than a polished self-introduction.