In this guide
For careers services and recruiters
Running mock interviews that improve candidates' answers
How careers advisers and recruiters can structure a mock interview around a real role, give specific feedback and set focused practice afterwards.
Prepare around a real role
Generic questions produce generic practice. Ask the candidate for the advert or job description, pick five or six questions that test its main requirements, and include at least one question they would rather not be asked, such as a gap, a short job or a missing requirement.
Run it like the real thing
- Agree the format and length in advance, matching the real interview where possible.
- Ask the questions without coaching mid-answer; note what the candidate says.
- Allow the candidate to ask their own questions at the end.
- Only then step out of role to give feedback.
If you record the session for the candidate to review, ask for their consent first and agree who keeps the recording and for how long.
Give feedback with a simple rubric
| Criterion | Strong answer | Needs work |
|---|---|---|
| Relevance | Answers the question that was asked | Drifts to a prepared story |
| Evidence | Specific example with the candidate's own actions | General claims about strengths |
| Result | States what changed or what was learned | Stops at the task |
| Length | Around one to two minutes | Too short to judge, or several minutes long |
Pick two or three answers to discuss in depth rather than commenting on everything. Name what worked before what did not, and point to evidence from the candidate's own experience that would have strengthened a weaker answer.
Set focused practice afterwards
Thanks for today. Three things to keep: [specific strengths]. One thing to practise before [date]: [single focus, for example adding the result to your examples]. The question to rehearse out loud: [question], using your example about [evidence]. If you'd like another practice round, [how to book].
Where Luceria fits
Luceria's interview preparation and mock interviews let candidates practise between sessions with you, with structured feedback that is guidance rather than a hiring verdict. Recruitment agencies and institutions can explore this through a scoped pilot.
Common questions
How many questions should a mock interview include?
Usually five to eight, depending on the length of the real interview. Fewer questions with proper feedback teach more than a long list.
Should I play a difficult interviewer?
Only if the candidate expects a challenging interview and has agreed to it. Most candidates benefit more from a realistic, neutral interviewer.
Put it into practice
See how Luceria helps with thisDrafted with AI assistance and checked against Luceria’s editorial standards. Examples are illustrative, not real people’s results. Spotted something out of date? Tell us.