Why Hiring Graduate Engineers Needs A Different Kind of Interview

Riette Visser • 2 December 2025

Finding the right Engineering graduate.

Finding the right graduate engineer is a completely different experience from interviewing mid or senior professionals, and if companies don’t change their approach, it ends up being frustrating for everyone.

Keep in mind that for a graduate, this is their first step into the world of work. For an employer, it’s the beginning of shaping a young engineer’s career.

But when traditional interview methods are used:

  • The employer feels the graduate “wasn’t what they expected.”
  • The graduate walks away overwhelmed, unsure, or misunderstood.
  • Both sides miss what could have been a great long-term fit.

The problem isn’t the talent.
It’s the process.

Why graduates need a different interviewing approach

Graduates are still forming their workplace identity. They don’t have years of examples, complex project histories, or refined “interview polish.” What they do have is raw potential — and that’s exactly what needs to be uncovered.

When hiring a graduate, the goal is not to measure how much they already know.
The real goal is to understand:

1. 
 How they think
Not whether they know the formula or process but what they do when they don’t know the answer.

2. 
 How they handle pressure
Graduates are meeting their first real professional challenges. Their coping mechanisms matter.

3. 
How independent they are
Do they try first? Do they take initiative? Or do they wait for instructions?

4. 
How they communicate
Engineering is teamwork. Clarity matters as much as competence.

5. 
Their curiosity and willingness to learn
Everything except attitude is teachable.

6. 
Whether they fit your team environment
A brilliant graduate in the wrong culture will still struggle.

A Simple Interview Guide for Hiring Managers

Take this as a practical, human-centred structure that works well with graduate engineers. But remember to slightly shift your expectations


Rather focus on:

  • Potential over polish
  • Problem-solving process, not perfect answers
  • Coachability and openness to feedback
  • Self-management and resilience
  • Basic communication clarity

These traits predict success far better than academics alone.


12 Questions for Graduate Engineer Interviews 


Mindset & Problem-Solving


1. Tell me about a time you were stuck and what did you try first, second, and third?

2. What’s your method when you don’t understand something?

3. Describe a time you had to learn something quickly, how did you approach it?

4. Explain a complex concept as if I know nothing about it.

5. Tell me about a project where something went wrong,  what did you do next?


Work Behaviour & Independence


6. How do you organise yourself when handling multiple tasks?

7. What kind of support helps you do your best?

8. Which types of tasks make you lose track of time?

9. What helps you implement feedback well?


Team Fit & Culture


10. What sort of working environment brings out your best?

11. Tell me about a time you disagreed with someone, how did you resolve it?

12. What do you think will be your biggest adjustment entering the workplace?

Flags to note when listening to the answers to the questions above:

Green Flags Red Flags
Clear reasoning Blaming others
Trying multiple solutions No clear thinking process
Honesty about uncertainty Needing excessive direction
A structured approach Overconfidence with no examples
Curiosity and initiative Weak communication
Signs of resilience Low tolerance for difficulty

Remember, You Are Shaping the Future

Graduate engineers aren’t finished and polished products, it's important to find their potential.
As long as they are curious, eager, and ready to grow, they will become the kind of engineer every company will want.

With the right interviewing approach, employers can uncover the human behind the CV, match them better to the right team, and build engineering careers that last.

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