Category Archives: interviewing interns

superhero webinar series – 10 very BEST questions to ask when interviewing interns

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hello #eventprofs and friends!

It’s that time of year to start sorting things out for your company’s Fall 2016 internship program.

superhero webinar series-3

TODAY – WEDNESDAY, June 29, 2016

11:30a-12noon CST


FREE webinar!

This time, we’ll cover:
->the 10 very BEST questions to ask when interviewing interns

These are SURE-FIRE questions that will:
-help them to open up and reveal their personality (and quirks)
-uncover if they can think fast on their feet (or not)
-show you what they REALLY mean by what they said on their resume (and cover letter)

…and most importantly, help you determine if they are teachable (or not) and whether or not you should hire them.

So tune in here, next Wednesday, June 29th at 11:30am central time and I will share all the very best tips in nailing this crucial part of your internship program!

(Tuning in overseas? Here’s a handy dandy time converstion tool:

Simply CLICK HERE to visit The Simplifiers business page at the time of the event to tune in. Also bring any questions or challenges you might have when it comes to mentoring or working with interns and I’ll answer them on the spot!

I’ve been getting lots of questions on the topic, so, I’m commited to delivering two more 30min webinars this summer on Facebook Live to share everything I know when it comes to working with interns, to set you guys up for success.

Hope you join us!

mary headshot

3 tips to upgrade your interview process

By | intern hiring process, interviewing interns | No Comments

As the old adage goes…

HIRE slow, fire fast.

There’s nothing worse than hiring the wrong people to your team, regardless if they are interns or employees.  They look great on paper, you take a gamble, only to find a few weeks in to the job, they just aren’t the right fit.

You’ve wasted time, resources and mental energy as a mentor, trying to turn the situation around.

But alas, it’s no good.  That ship has sailed.

Want to avoid this tricky situation from the get-go?

Time to upgrade your interview process.

Here are 3 easy tips that’ll help you identify the very best superheroes to hire.  First step, optimize your interviewing process.  That means you’ve got to be a better interviewer.  When you do that, you’ll improve your efficiency and effectiveness to spot a diamond in the rough faster than ever before.  3 TIPS TO UPGRADE YOUR INTERVIEW PROCESS

Trust us…this is one of the very first undercover superhero powers you’ll need to cultivate for success…here’s how:

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Looking beyond work experience: 3 things to look for when hiring interns

By | intern hiring process, interviewing interns | No Comments

We all know, hiring interns is a very different process to hiring regular employees.

Many times, you can’t (really) look at their previous experience, only their potential.

But it’s not about just making a gut decision and choosing the candidate with the most enthusiasm. There are a few other things to look out for that can help you find your superhero intern.



You might not have any candidates with any paid work experience, but do they have any experience volunteering for local charities or projects?  If the answer is yes, you might be on to a winner!

Volunteering demonstrates commitment and that the candidate is a well-rounded person who has heart and who can adapt to work on a project outside of their school studies.

It’s likely that they have picked up some practical skills (like working in an office environment), too.

social media presence

Always, always, ALWAYS Google potential interns.

You need to make sure that they present themselves appropriately online. The last thing you want is someone who talks inappropriately about their work, themselves and/or looks unprofessional.

They might be representing your firm one day – if you can find something negative online about them, your clients can too.

The other benefit is that you can see where their interests and passions lie. Are they sharing stories about the events industry on twitter?  Are they involved with their local ILEA or SEPA chapter?

Does their Linkedin page suggest that they’re actually interested in a completely different industry? HINT: you don’t want to be their back up plan.


Have you ever come across any of your prospective interns at a networking event before? If the answer is YES – it’s a very good sign.

The fact that they’re investing time and effort into getting to know others in the industry suggests that they are passionate and committed.

Plus it shows initiative, confidence and an outgoing personality – a perfect addition to your team!

Networking events are also a great chance for you to find interns. Don’t always expect them to come to you. If you strike up a conversation with someone who shows great potential, tell them about your internship program and invite them to apply!  I know Mary has found lots of really great interns this way.

What do you look for when you’re selecting interns?  Leave a comment below and share your best tips and tricks.

Save time and minimize stress by training your interns to become superhero apprentices.

The Apprentice Program includes:
  • weekly “spark” training videos
  • intern homework missions
  • intern report cards
  • intern pop quizzes
  • mentor support and advice

Just $75/intern USD per semester for our custom-crafted training, guaranteed to get your interns up to speed with the way your firm plans and produces events.

Click the button below to pre-order now for Fall 2016!

Take your internship 2



5 interview questions to help you find your superhero intern

By | intern hiring process, interviewing interns, Millennials | No Comments

So, you’ve written a standout internship write up and attracted some great candidates. You’ve reviewed their resumes and now you’ve got a potential intern sat in front of you waiting to be interviewed.

But what do you ask???

Time to pay attention! We’ve got the 5 must ask questions to help you make the perfect choice for your firm.

Intern interview qs

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