Susan, et al, I don't have much to add to Jackie's excellent comments, but the following. I ran internship programs for about a dozen years. The candidates ran the gamut from creatives to technologists. They came from all across the country and the world. The one thing that was consistently useful was to have fun. The folks that you'll be talking to will no doubt be young, eager to please, somewhat clueless about the workplace and being part of a team. Give yourself and the candidate time in the interview to let things flow, let the candidate reveal her personality and interests. Stay away from questions that might fall afoul of things like the ADD and discrimination laws. The candidate will tend to volunteer that info, anyhow. If you feel good about the candidate, trust your instincts, but remember that you are an employer, not a parent to that kid. Ask them to interrogate you.; challenge them in that way. The questions that they ask will be very telling about their interests and aptitudes, but you have to be ready to think on your feet and exploit opportunities to learn about somebody that you might be working closely with in a pretty short time. So, bottom line, have fun and listen. You have a business to run, to be sure. Yet, you've probably got an eager but unexperienced person sitting with you in that interview. Use that time for all it's worth. S Steven Solomon Writer, Inventor, Near Futurist ssol at interactiveguild.com http://www.interactiveguild.com 413.537.4536 In The Maze of a Networked World, We Help You See Around Corners.