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Esther Low

The Ultimate Guide to Assessing Fresh Graduates & Interns (with Free Assessment Template)

Let’s be honest, you’ve probably hired someone with an excellent GPA who turned out to be a terrible fit for your team. It happens. 


And for small to medium-sized businesses, those hiring mistakes are costly – wasted time, wasted money, and wasted energy you could be investing in your business.


You don't need another employee who looks good on paper. You need someone who's smart, adaptable, eager to learn, and a right fit for your company culture.

fresh graduate talent in a company

And you know what? Most employers agree. Less than 10% even consider GPA a major factor when hiring fresh grads. Instead, over 80% prioritise soft skills, attitude, and that hard-to-define "it" factor that separates a true talent from just another warm body.


Whether you're looking at a fresh graduate or a promising intern, the challenge is the same: how do you measure those qualities during an interview and spot true potential?


We'll give you a clear, easy-to-follow process to evaluate fresh graduates and interns. We'll even share a FREE Talent Assessment Template at the end! 


The Four Pillars Assessment for Fresh Graduates & Interns 

When interviewing for interns or entry level roles, it's important to look beyond the traditional metrics. Our research and experience have led us to identify four key areas that truly indicate a candidate's potential for success:


Let's dive into each of these areas and explore why they matter and how to assess them effectively.


1. Personal Attributes

Personal attributes is the foundation of a candidate's potential. These qualities often determine how well a they will adapt to your work environment, tackle challenges, and grow within your organisation.


Key attributes to assess include:

  • Communication skills

  • Critical thinking

  • Adaptability

  • Drive and ambition

  • Willingness to learn


Why it matters: Employees with strong personal attributes can quickly become valuable team members, regardless of their initial experience level. They're more likely to overcome challenges, collaborate effectively, and contribute positively to your company culture.


How to assess: Ask behavioral questions that prompt candidates to share specific examples of how they've demonstrated these attributes. For instance, "Tell me about a time when you had to learn a new skill quickly. How did you do it?"


2. Extracurricular Involvement

Extracurricular activities can reveal a lot about a candidate's potential. Look for graduates who have shown leadership, teamwork, and problem-solving skills outside the classroom. This includes student clubs, internships, part-time jobs, volunteer work, and passion projects. 


Key areas to explore:

  • Leadership experiences

  • Teamwork and collaboration

  • Problem-solving and initiative

  • Community service


Why it matters: Graduates who have actively participated in extracurricular activities often demonstrate valuable skills like time management, teamwork, and leadership. These experiences can translate directly into workplace success.


How to assess: Ask about their most significant extracurricular experiences and what they learned from them. For example, "Describe a team project you were involved in. What was your role, and how did you contribute to the team's success?"


3. Technical Skills

While not the sole indicator of success, relevant technical skills are still important. For fresh graduates and interns, focus on their ability to learn and apply new skills rather than expecting extensive experience.


Key aspects to consider:

  • Relevant technical knowledge

  • Software proficiency


Why it matters: A solid foundation in relevant technical skills helps graduates and interns become productive more quickly. However, remember that many technical skills can and should be taught on the job.


How to assess: Ask about projects where they've applied their skills and how they stay updated with industry trends. For instance, "Can you walk me through a project where you used [specific skill/software relevant to the role]?"


4. Academic Performance

While grades shouldn't be the primary focus, academic performance can indicate a candidate's ability to learn, and their level of commitment.


Key factors to consider:

  • GPA

  • Challenging coursework

  • Academic achievements


Why it matters: Strong academic performance can reflect a candidate's work ethic, ability to meet deadlines, and capacity to master new concepts – all valuable traits in the workplace.


How to assess: Go beyond just looking at the GPA. Ask about their most challenging courses and how they approached them. For example, "Tell me about the most difficult class you took. How did you manage to succeed in it?"


Putting It All Together: The Balanced Assessment Approach

By evaluating candidates across these four areas, you'll gain a well-rounded understanding of their potential–whether you’re assessing fresh graduates or interns. Remember, the goal is to find individuals who not only have the necessary skills but also demonstrate the drive, adaptability, and problem-solving abilities that will make them valuable assets to your company.


talent assessment template for fresh grads and interns

To help you implement this approach, we've developed a simple yet powerful assessment template. 


Our easy-to-use template will help you:

  • Structure your interviews for both fresh grads and interns effectively

  • Ask insightful questions across all four key areas

  • Score candidates objectively

  • Make informed hiring decisions - fast! 



Remember, hiring fresh graduates and interns is an investment in your company's future. By looking beyond the surface level, you can discover hidden talent who are eager to learn, contribute, and grow alongside your company.


Ready to find your next star employee? Kabel connects you with talented students and fresh graduates eager to learn, contribute, and grow with your company. Post your internship or entry-level position on Kabel here!

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