Common Public Interest Interview Questions

• Tell me about yourself. 
• Why did you go to law school? 
• Why did you choose to attend Stetson Law School?
• What do you like most/least about law school? 
• What is your favorite/least favorite class? Why? 
• How would others describe you? 
• What is your biggest accomplishment/mistake? 
• What are your greatest strengths/weaknesses? 
• Are you a team player or do you work best independently? 
• How do you work under pressure? 
• How do you deal with stress at work? 
• How do you handle working with difficult people/people in times of crisis? 
• How would you build trust with a client? 
• What is something you would like us to know that is not on your resume?

• Why do you want to work here? 
• Why do you want to work at this organization as opposed to other organizations that do similar work? 
• Why our practice setting/advocacy approach (e.g., government, legal aid, holistic representation model, community lawyering model, impact litigation, etc.)? 
• What do you know about our office? 
• Which of our practice areas interest you most and why? 
• How have you demonstrated commitment to this type of work? 
• What makes you a qualified candidate for this position? 
• Why should we hire you? 
• How much public interest experience do you have? 
• What is your experience working with diverse populations? Low-income individuals? Veterans? Survivors of domestic violence? Individuals with disabilities? 
• How are you prepared to work with clients/partners who are different from you? 
• Where do you see yourself in 5-10 years? 
• Where else have you applied for an internship/job?

• Know your materials inside and out. Be ready to speak to anything on your resume or in your cover letter, including specific roles, skills, interests, publications, or accomplishments you listed. 
• Think about how you will address areas of your resume that could raise questions, such as significant gaps or career changes.
• Public interest organizations tend to focus less on grades, but some employers (e.g., judges, federal agencies, national nonprofits, and public interest firms) may still inquire about them. If your academic record isn't strong, prepare a brief, honest, and practiced response in case the topic arises. Don't dwell too long on your response. Address it and then move on. 
• If you submitted a writing sample, review it carefully beforehand and be prepared to answer any related questions clearly and concisely.  
• If you listed any foreign language skills on your resume, be prepared to answer questions or even hold part of the interview in that language. 

• Tell me about your writing sample. 
• Describe a legal memo or brief you wrote this year. 
• Tell me about the journal/Stetson Law Review publication you mention on your resume. 
• Discuss a recent case you studied. Did you agree or disagree with the outcome. Why?
• Tell me about a complex legal issue you've worked on. 
• Please answer the following hypothetical question...

These questions ask you to share a specific example from your own experience. Interviewers use behavioral questions to predict future performance based on how you've handled situations in the past. They often begin with phrases like: 

• "Tell me about a time when..." 
• "Give an example of a situation where..."
• "Describe a time when you had to..." 

When responding to these questions, many students make the mistake of going off on a tangent, speaking in generalities, or forgetting to explain the end result or what they learned. 

Avoid these common pitfalls by using the STAR method to structure your response: 

• Situation or Task: Set the scene for the interviewer. Briefly explain the problem, issue, or challenge you faced in a prior work, volunteer, or academic experience. 
• Action: Describe the specific steps you took to address the situation or complete the task. This is a chance to showcase relevant skills and strengths. 
• Result: Share the outcome of your actions. What did you accomplish or learn? Avoid examples with negative endings. If you're asked to describe a failure or mistake, focus on what you learned and how you improved. 

Your responses to behavioral questions should be clear, specific, and concise. These questions are an opportunity to show, not just tell, why you are strong fit for the position. 

Tip: You can often anticipate behavioral questions by carefully reviewing the job posting. Look for key responsibilities or desired qualifications, and think about past experiences that demonstrate those traits. For example, if the posting mentions "the ability to manage multiple priorities in a fast-paced environment," you might be asked: "Tell me about a time when you had to juggle several responsibilities under a tight deadline." Similarly, if you're interviewing for a role that involves client communication, you may be asked about a time you worked with a difficult client or helped someone navigate a challenging situation. Even if you've never worked with "clients," you can draw on other relevant experiences, such as roles in customer service, mentoring, community service, group projects, or experiences with colleagues that show how you communicate, de-escalate conflict, or build trust.  

Some interviewers, particularly for permanent positions with public defender or prosecutor offices, may present hypotheticals or role-playing exercises to assess your judgment, communication, and problem-solving skills. 

For example, you might be given a criminal fact pattern and asked to make a decision based on the facts. These hypotheticals often have no clear legal answer. Employers are looking to see how you issue-spot, weigh legal and ethical considerations, and articulate your reasoning under pressure. 

While many hypotheticals may not have a clear "right" answer, you should be prepared to make a decision when asked, explain your reasoning, and defend your decision if it is challenged. 

• Tell me about a time you advocated for someone or something you believed in.
• Describe a situation where you had to manage a conflict on a team.
• Tell me about a time you handled a stressful or high-pressure situation.
• Tell me about a time you had to deal with a difficult client or coworker. 
• Describe a time you worked with someone from a background very different from your own. How did you navigate your differences?
• Tell me about a time when you showed bias or prejudice against someone. What did you do and what did you learn from it? 
• Tell me about a time you had to communicate complex information to someone unfamiliar with the topic. 
• Tell me about a time you went above and beyond what was expected to get a job done. 
• Tell me about a time you made a mistake and how you dealt with it. 
• Tell me about a time you failed and what you learned from it. 
• Provide an example of when you showed initiative and took the lead. 
• Describe a time when you had too many tasks to complete. How did you prioritize your tasks? 
• Give an example of a time when you had to make a quick decision and think on your feet. 
• Describe a situation where you had to make an ethical decision. How did it turn out? 
• Give an example of how you adapted to an unexpected challenge. 

At the end of most interviews, you'll have an opportunity to ask questions. This is a valuable chance to show genuine interest in the organization and to learn more about whether the role is a good fit for you. Avoid asking questions that can easily be answered by reviewing the organization's website or job description. Instead, take time before your interview to prepare a few thoughtful questions that reflect your interest in the organization's mission, your understanding of their work, and your desire to contribute meaningfully. Saying you have no questions when prompted at the end of an interview may give the impression that you're unprepared or not fully engaged. 

Below are some sample questions you might consider asking in a public interest interview. Not all will be appropriate for every employer or situation, so exercise your judgment in selecting those that best fit the organization and role. The more you can tailor some of your questions to the specific organization and position, the stronger impression you'll make. 

• What drew you to this organization, and what do you find most rewarding about your work?
• What do you consider to be the greatest challenge of your work? 
• How do you choose your cases, clients, projects, or priorities? 
• What current initiatives or projects are you most excited about? 
• How does the organization define success in its mission-driven work?
• How do different departments within the organization work together?  
• How does your organization collaborate with others in the field? 
• What qualities have you seen in students or attorneys who succeed in this role or organization? 
• How has your work changed in response to (e.g., specific recent legal or policy developments)? 
• What emerging legal issues do you think will impact your work in the next few years?
• What keeps you motivated to do this work?
• What does supervision typically look like for interns/entry-level attorneys? 
• What kinds of assignments or projects do interns typically work on?
• What kind of formal or informal training could be expected for the position?

Tip: Avoid asking about topics like turnover rates, salaries, work hours, or vacation policies during the interview. Those are best saved until after you receive an offer.