Preparing for an NHS values-based interview

Most NHS organisations now use some form of values-based recruitment, particularly for clinical and patient-facing roles. If you are used to interviews that focus purely on technical competence, this style can feel different, and it rewards a different kind of preparation. This guide sets out what to expect and how to prepare properly.

What values-based actually means

Values-based recruitment is designed to assess whether a candidate's own values, attitudes and behaviours align with the values the organisation expects staff to demonstrate day to day, often drawn from the NHS Constitution values, things like compassion, respect and dignity, commitment to quality of care, working together for patients, and improving lives, alongside any values specific to the local organisation. Rather than only asking what you know or what you have done technically, interviewers ask about how and why you acted in particular situations, and what that reveals about your underlying approach to patients, colleagues and your work.

Common formats you might encounter

Values-based recruitment can appear in several forms, sometimes combined within the same process.

• A panel interview with a mix of values-based and role-specific or clinical questions.
• Scenario-based questions where you are asked how you would respond to a described situation, rather than a real past example.
• Situational judgement style questions, sometimes used in written or online form before an interview stage.
• Group exercises or discussions for some roles, observing how you interact with others under gentle pressure.

Always check the specifics of the format with whoever invites you to interview, since NHS organisations vary in exactly how they run this process.

Preparing your content

The strongest preparation is not memorising generic answers but reflecting honestly on real examples from your own experience, whether that is paid work, placements, volunteering, study or relevant personal experience, that genuinely demonstrate each value in action. For each value likely to be assessed, think of at least one specific, real situation. When you answer, aim to briefly set the scene, explain specifically what you did and why, and reflect on the outcome and what it taught you. Avoid vague or generalised answers about how a team behaved, panels want to hear about your own actions and reasoning.

Research before you go in

Read the organisation's own published values and any recent public information about their priorities, such as an annual report, recent inspection findings, or information on their website about current service developments. Re-read the job description and person specification closely, since values-based questions are often designed to sit alongside, not replace, the criteria in that document. Understanding what matters to this particular organisation right now, rather than generic NHS knowledge, tends to come through clearly in how you answer.

The kinds of questions you might be asked

While exact wording varies, common themes include:

• Tell us about a time you went out of your way to make sure someone felt cared for or respected.
• Describe a time you worked as part of a team under pressure, and what your role in that was.
• Tell us about a time you had to raise a concern about something you saw, and how you handled it.
• Describe how you would make sure someone from a different background or with different needs felt included and understood.
• Tell us about a time something did not go as planned, and what you learned from it.

Practise thinking through a small bank of real examples before the interview, then be flexible about which one best answers the actual question asked, rather than forcing the same story into every answer.

Questions worth asking them

A values-based interview is also a chance to check whether the organisation's culture genuinely matches what it says about itself. Good questions to ask include what support and development look like in someone's first months in the role, how the team supports staff wellbeing, and what a typical day or week actually looks like for someone in the post. Thoughtful questions like this show genuine interest and give you real information to help decide if the role is right for you.

Practical preparation

• Confirm the interview format in advance, whether in person, by video, or a mix, and if by video, test your technology and internet connection beforehand.
• Plan to arrive, or log in, early rather than rushing in at the last minute.
• Bring or have ready any documents you have been asked for, such as identification, evidence of qualifications, or details of your references.
• Reread your own application and supporting statement shortly before the interview, since panels often ask follow-up questions based on what you wrote.

Common mistakes to avoid

• Giving rehearsed-sounding answers with no real, specific example behind them.
• Describing what "the team" or "we" did without being clear about your own individual role and decisions.
• Answering a slightly different question to the one actually asked, rather than addressing the specific value or scenario raised.
• Speaking negatively about a previous employer, team or colleague, even if the example genuinely involved a difficult situation.

After the interview

Ask at the end of the interview, or check beforehand, how and when you are likely to hear the outcome. If you are unsuccessful, it is entirely reasonable to request feedback, most NHS organisations are used to this request and many will offer useful, specific pointers you can use in future applications.

This guide is general information, not legal, immigration or medical advice. Always confirm current requirements with the relevant official body.