Over the past several weeks, we’ve noticed a consistent and encouraging theme across our sessions: students are genuinely eager for guidance on how to succeed in their interviews. Whether it’s for a co-op placement, a part-time job, or a summer opportunity, many are navigating the interview process for the very first time. It’s common to see students approach our facilitators before or after a session with the same pressing question: “How do I ace my interview?”
And it’s no wonder they’re asking. A quick search online reveals an avalanche of tips, tricks, lists, and contradicting opinions. Should they memorize answers—or avoid sounding rehearsed? Should they focus on selling themselves—or keep things humble? Should they ask lots of questions—or only a few? The sheer volume of mixed messages can leave students feeling more confused than prepared.
That’s why, this week, we’re taking a step back and grounding the conversation in what we’ve learned from years of real-world interviewing, coaching, and working directly with youth.
Our goal: to cut through the noise and explore the practical, evidence-informed strategies that genuinely help students.
Most importantly, we’ll look at how to support them in transforming that very normal interview anxiety into clarity, calm, and authentic confidence.
The Reality: It is Tough Out There Right Now and Competitive
Gone are the days of more jobs than kids. It is tough to get a placement. It is tough to get your first job. But it is not impossible. Simplifying the interview process is key .
1. Explain What Co-op Interviews Are Actually Like
A major source of stress for students is imagining an interview as something stiff, formal, and intimidating—something out of a job-hunting movie scene. Teachers can remove a great deal of anxiety just by clarifying what co-op interviews typically look like. Most of the time, they are:
- Short and relaxed, usually lasting around 10–20 minutes.
- Conversational rather than formal, focused on getting to know the student as a person.
- Centered around attitude and reliability, not a list of past experiences.
When students understand that the interviewer isn’t expecting a polished professional, but simply a curious and responsible young person, their nerves begin to settle. Sometimes the simplest reassurance—“this is a conversation, not a test”—makes all the difference.
2. Help Students Build a Strong Introduction
Almost every interview starts with a version of “Tell me about yourself,” and it’s one of the questions that students fear most. Without structure, they feel unsure of where to start or what an adult wants to hear. Giving them a simple framework makes this so much easier.
A reliable method teachers can use is the Present → Past → Future structure:
- Present: Who they are now and what they’re interested in.
- Past: Something from school or life connected to that interest.
- Future: What they hope to gain from the co-op experience and identify what Value you bring to a prospective employer and workplace.
This simple flow allows students to speak naturally and confidently. Once they rehearse it a few times, the introduction becomes a grounding moment instead of a stressful one, and it sets a positive tone for the rest of the interview.
3. Identify Their Strengths—Even Without Job Experience
Many students walk into interview prep convinced they have “nothing to offer.” Teachers can help them recognize that their day-to-day school life already reveals strengths that matter in the workplace. You can guide them to pull from:
- School-based experiences, such as group projects, class presentations, or volunteer hours.
- Personal strengths, like organization, creativity, attention to detail, or tech comfort.
- Workplace-ready behaviours, such as reliability, punctuality, and willingness to learn.
Once students see these strengths clearly, help them turn them into polished statements. Saying “I’m dependable and I always finish what I start” or “I learn quickly and ask good questions” helps students articulate their value with confidence—no job history required.
4. Teach the “Core Four” Interview Questions
While every interview is different, most co-op supervisors ask variations of the same four topics. When students can answer these confidently, they’re prepared for almost anything. Focus on:
- Why they want the placement — helps employers understand interest and motivation.
- What strengths they bring — showcases their readiness and mindset. Focus on examples that demonstrate growth
- What they hope to learn — signals openness and curiosity.
- How they handle challenges — shows maturity and problem-solving. This is the basis of scenario questions. Showcase examples that highlight maturity. Preparing students to handle scenario based questions will help them to respond.
By practicing these Core Four, students learn to respond thoughtfully without memorizing anything. It’s about understanding the message they want to convey, not perfect wording.
5. Conduct Low-Pressure Mock Interviews
Nothing builds comfort like practice, but that practice doesn’t need to feel formal or intimidating. Teachers can create simple, low-stakes scenarios that help students build familiarity with interview flow. Try:
- Quick paired interviews using basic question prompts.
- Short mock interviews led by the teacher, focusing more on tone than perfection.
- Mini “speed interview” stations, letting students practice multiple questions in a row.
These activities help students see interviews as conversations rather than performances. The goal is comfort, not memorizing answers—helping students feel steady when it’s time for the real thing.
6. Teach Simple Professional Behaviour
Before the interview day arrives, students should understand a few foundational professional behaviours that make a strong first impression. Focus on three essentials:
- Arrive prepared and a little early, showing reliability and respect for the interviewer’s time.
- Communicate confidently, using eye contact, clear speech, and attentive body language.
- Demonstrate professionalism, such as keeping phones away and saying thank you.
These small actions don’t require experience—they simply show a student is ready to participate thoughtfully in a workplace environment.
7. Prepare a Small Set of Questions Students Can Ask
Students are often caught off guard when the interviewer flips the conversation and asks, “Do you have any questions for us?” Helping them plan ahead avoids that uncomfortable silence and shows genuine interest. Encourage them to choose one or two simple questions, such as:
- “What does a typical day look like for a co-op student here?”
- “What skills are most helpful in this role?”
- “What would success look like for me in this placement?”
These questions show maturity, curiosity, and readiness to learn—three qualities every employer values.
8. Build a Calm, Encouraging Debrief After the Interview
Reflection is where real growth happens. After their interview, give students a chance to think about the experience with a supportive lens. Guide them through three prompts:
- What went well? (confidence-building)
- What was challenging or unexpected? (awareness-building)
- What would you adjust next time? (skill-building)
- Remember your post interview follow up-extending thanks via a simple email or thank you card. It will help you stand out.
- Remember to follow up-Follow up with the interviewer/contact a few days later if you have not heard anything
This reframes interviews not as “pass or fail” moments but as stepping stones toward confidence and competence.
Final Thought: First Interviews Aren’t About Perfection—They’re About Potential
The purpose of a student’s first interview isn’t to display years of experience—it’s to show attitude, curiosity, and readiness to learn. With supportive preparation, clear structure, and small practice moments, teachers can help every student walk into their interview with confidence. When students understand that employers are looking for potential, not perfection, the entire experience becomes far less intimidating and far more empowering.
By Carmen Reis, Executive Director -Flashpoint Training, Inc.
