The document outlines comprehensive guidelines for preparing for a nursing job interview, emphasizing the importance of research, self-presentation, and appropriate responses to common interview questions. It highlights key areas such as demonstrating compassion, discussing experience, managing nervousness, and asking relevant questions to engage the interviewer. It also provides insights on handling video interviews and the significance of expressing genuine interest and commitment to patient care.

1. INTERVIEW
PREPARATION
BOOKLET
The company’s website?
Do you know the names of those interviewing you?
Have you checked their linked in to see their background and
progression?
Preparing for your interview is extremely important.
Your interview will last around 30 minutes and is
your chance to sell yourself.
Preparation is key ensure you have looked at the following:
Why do you want to work for us?
Tell us about yourself? Remember to keep this relevant
How much experience do you have in nursing?
What do you enjoy about nursing?
What areas do you enjoy?
Why did you become a nurse?
Why do you want to live in this area?
What do you think you can bring to the hospital/nursing home?
What are your strong points?
What are your weak points? Remember they want you to be honest
but you need to think carefully, this should still be a point to sell
yourself, a good example is “I think my weak point would probably
be that I am a bit of a perfectionist, I like to ensure everything is done
to a high standard”.
Where do you want to be in 5 years’ time? Remember they want you
to be there working with them still! So are you looking to develop?
What do you want to learn or do better in that time?
It is important when you prepare for your interview to think
what will they ask me” Have a look at the following and
think about how you might answerthem.

2. When preparing for your interview think about what you are going to
wear, first impressions count. Wear something that says I have made an
effort, I want this job! But ensure it’s also practical, be careful not to
make the wrong impression, heels you cannot walk in or something you
may wear on a night out, or too much perfume is not what they are
after.
DRESS APPROPRIATELY
HANDLING THE NERVES
Closing the interview is really important, this will be the impression you are leaving them with. Phrases
like “Thank you for taking the time to meet me today” or “When you are likely to make a decision?” are
good questions to ask, showing you are keen.
Appropriate questions could be “What do you enjoy about working at the
hospital?” or “If I am offered, what would my induction look like”?
It is important that you are on time for your interview, check the address
before hand and plan your route, leaving yourself plenty of time. By
arriving early, we suggest around 15 – 20 minutes early, you can sit down
and prepare yourself, this will help settle your nerves so you can go into
your interview calm and composed.
Interviewing always makes people very nervous, especially if you really
want the job! Remain calm and remember preparation is key. Keep in
mind the interviewer wants it to be a success, they want this to be time
well spent and to be able to offer you the job, also its good to keep in
mind most of our interviewers are usually from the nursing field, so may
not interview very often, they may be just as nervous as you!
Any Questions?
At the end of the interview is normal for the interviewer to ask you if you have any questions for them.
I think it is important to think of a question you wish to ask them, this shows you are keen, but
remember to think carefully, do not ask a question that they expect you to know, as remember they
would expect you to have done your research!
CLOSING THE INTERVIEW

3. We gather feedback at the end of each day of interviews, If you are successful we will let you as soon as
we find out, we understand the waiting part can be nerve-wracking, but remember if you have done
your preparation, you can only do your best! If you are offered the role you will be asked to confirm this
in writing, so just a short email expressing your acceptance and commitment to start the process, we
understand you may want to think about this but ask that you try to get back to us within 48 hours
after your offer, as the interviewers will be keen to know.
OFFER STAGE
SKYPE INTERVIEW PREPARATION
Remember the same rules apply dressing smartly and arriving early. The most important thing to do is
to set up beforehand have a practice Skype run with a friend or your agency, making sure your camera
and mic are working properly and that they are positioned correctly.
Good Internet Connection
Please make sure you have a good Internet connection and speed to have an uninterrupted Interview. If
your internet is not good. You can use a internet café, friends place, library etc.
As this one of the reasons for rejection after interview.
Background Noise
The interviewers expect you to have the interview conducted in a very quiet environment. Candidate
should make sure there is not background noise like, honking, child crying people shouting, television or
music.
Engaging the Interviewer
The candidate should know how to engage the interview properly and a relevant conversation.
Dress Code
The best way to dress in semi-formal or formal clean and neat dressing.
Your Place & Surrounding
Your place and surrounding should be clean and neat without any clutter or dirt.
Interview Position & Seating
You should be in a sit up position. Like sitting on chair facing the screen with a wall as your background
Answer to the question
Eg: Have you worked with dementia?
Most Common Answer: I have worked in Saudi Arabia in accident and emergency, ICU etc. This is the
wrong answer, the appropriate answer would be no , I haven’t worked with Dementia , but I would love to
and I am quick learner. You can also be able explain why you like to work with Dementia in this scenario.
Its not necessary you have to answer all question but its important you do not give the wrong answer. so,
if you don’t understand or do not exactly know the concept of the question just say sorry I do not know.

4. Thank you for giving me an opportunity to introduce myself .. I am native to (City Name) and
open to relocating to the UK. Currently, I am pursuing my UK NMC process for the same. I
completed my BSc or GNM Nursing degree in (year) and have extensive experience in hospitals
for past XX years.
Or
I am Bsc or GNM or MSc nursing graduate with xx years of experience, currently working in XXX
hospital. I live in xxx town in ( country/ state)
I am a self-motivated, and a disciplined soul. I am always keen to up-skill myself by learning new
things whenever I get a chance.
If Married
I am happily married with XX children or I am single and live with my parent or friends.
Next, mention your strengths and abilities:
"My real strength is my attention to detail. Quick learner, open to challenges and honest person.
When I commit to doing something, I make sure it gets done, and on time."
Conclude with a statement about your current situation:
"What I am looking for now is a company that values relations, where I can
join a strong team and have a positive impact in healthcare."
Self-Introduction
Yes, you can give the an example or hospital you have worked with Dementia
Patients
Have you worked with Dementia Patient or Person?
A range of progressive conditions that affect the brain. There are over 200 subtypes of dementia, but the
five most common are: Alzheimer’s disease, vascular dementia, dementia with Lewy bodies, frontotemporal
What do you know about Dementia?
dementia and mixed dementia.
The brain is made up of nerve
cells (neurones) that
communicate with each other by
sending messages. Dementia
damages the nerve cells in the
brain so messages can’t be sent
from and to the brain effectively,
which prevents the body from
functioning normally.
set of symptoms that may include
memory loss and difficulties with
thinking, problem-solving or
language. These changes are
often small to start with, but for
someone with

5. Safeguarding in nursing practise?
Stop abuse or neglect wherever possible;
Prevent harm and reduce the risk of abuse or neglect to adults with care and support needs;
Safeguard adults in a way that supports them in making choices and having control about how
they want to live;
Promote an approach that concentrates on improving life for the adult concerned;
Raise public awareness so that communities as a whole, alongside professionals,
play their part in preventing, identifying and responding to abuse and neglect;
Provide information and support in accessible ways to help people
understand the different types of abuse, how to stay safe and what to do to raise a concern
about the safety or well-being of an adult; and Address what has caused the abuse.
Safeguarding service users from harm is a core duty of the practising nurse.
Which includes; -
Record the details and report to the manager
If you suspect abuse?
Try to stop the abuse and report to the manager
If you see a resident/ patient being abused?
friends would introduce/ describe me as a honest, hardworking, and easy to work with person.
How would your friends introduce you?
Compassion and communication, respect and resilience, accountability and adaptability – a
good nurse possesses a daunting set of qualities. If you’re newly qualified, how can you
convince employers you have what it takes?
We asked those responsible for hiring band five nurses to tell us how they identify the right
candidates. Here, they reveal some of the most common interview questions, as well as tips on
how to answer them

6. Why do you want this job?
The first question is usually broad. Candidates shouldn’t go into lots of detail but obviously
shouldn’t give an answer that’s too short. If they’re newly qualified, they should think about what
brought them into nursing in the first place. Why that specific branch of nursing … did they work
there on a placement?
Why do you think you’re a good nurse and how can you
evidence this?
They have got to show integrity and honesty, and also courage – we want to know they’re
going to be a good advocate for their patients. They need to show they work according to
the values of the six Cs – care, compassion, competence, communication, courage and
commitment. We incorporate scenario question during the interview that will assess a
nurse’s integrity. For example: “If you witnessed a nurse administering an incorrect drug,
what would you do?” We ask for examples and to provide evidence from their career to date.
Their answer will show their thinking processes and whether they know the right procedures
to follow. We also understand the value of a happy team, so we want someone who can
demonstrate they work well in a team and have a positive, can-do attitude. We want
enthusiasm to shine through – you can see when someone’s energised by the work they do.
What does compassionate care mean to you and how
do you deliver it?
I’m looking for someone who wants to care. I can teach you any skill, with help from my
team, but caring and compassion is inherent. Answers often include kindness, empathy,
treating the person as I would want myself or my family to be treated, listening to what it is
the patient perceives as the problem and addressing that issue (often different from the
clinical issues requiring nursing care).
It is often good to ask a nurse if there has been a time they felt they were unable to give
compassionate care and explore their answers. This can give us a good insight at interview.
Examples staff have given include exhaustion, abnormally busy, low morale, poor skill mix/staffing
levels, poor teamwork, challenging or abusive patients or relatives. Clearly we do not want this to
be the norm for a nurse but understand there may be barriers to giving compassionate care all the
time. We are looking for honesty and self-awareness. It is important to listen to what they say
and how they say it.

7. How have you dealt with conflict in the past?
Interviewers are looking to see that the nurse can de-escalate a situation, that they know
some basic conflict resolution strategies – such as taking people away from the area,
sitting them down, finding out the root of the problem – and that they know when they need
to escalate to a senior member of staff.
What are you most proud of in your nursing career to date?
Even though some of them have been student nurses they will have moments they are proud of, and
we ask them to give an example of when they went above and beyond for a patient. We want to hear
a personal story and we want them to be illustrating that they are kind, caring and compassionate,
and that they are prepared to do everything they possibly can to ensure safe and effective care.
The stories can vary from nurse to nurse, but we will be able to hear and see if a nurse has genuine
pride in their work, and we’ll gain an understanding of what is important to them.
We want to hear about the delivery of safe, effective care, and we want it to be documented and
evidenced. We don’t want them to believe that high numbers of staff always equates to the best
care. Some days, you will be short, but that doesn’t mean they are the worst shifts. It’s good when
they say they know the importance of breaks and having catch-up time with staff.
There’s usually a question on resilience. We have to bear in mind that retention of staff is difficult
and we want to encourage nurses to stay in the profession. Interviewers will want to know how they
manage their time, cope with stress, stay hydrated. The best answer would be about work-life
balance.
What makes a good shift?
Often they will talk about someone else’s mistake, not theirs. It’s good if they talk about their
mistake, what they’ve learned from it, what they’d do differently, how they have changed their
practice, how they have worked with others to change their practice. Interviewers will be looking
for how they use evidence in their practice and how they learn from things.
Tell us about a mistake you have been involved with

8. This is an end-of-interview question. I’m looking for someone who is self-aware, but also whether
the three-word description matches the answers and examples they have given to the other
questions. Some answers I’ve had in the past include loyal, compassionate and fair; genuine, caring
and professional; equitable, passionate and reliable.
The point of the question is to assess how effective the individual is in seeking feedback and
reflection, and whether they can articulate this in single words. Being able to answer can
demonstrate that you have the insight and maturity to seek the opinions of others. A follow-up
question, depending on the seniority of the role, might be: have you changed your practice as a
result of feedback from others?
What would others say about you in three words?
Often people are flummoxed and say no, but it’s good to be prepared with a couple of questions. A
good question to ask, if it hasn’t come up, is about what kind of preceptorship programme, or
learning and development, can they offer. If you have got any holidays booked, this is the time to
say it.
Do you have any questions for us?
Question 1: How long would it take for a litre of IV fluids to deliver at a rate of 150ml/hr?
Answer: The answer would be 6.66 hours or 6 hrs and 40 minutes.
Question 2: If you had 0.85ml of medicine in one syringe, 5.36ml of medicine in another syringe and
8.02ml of medicine in another syringe how many ml of medicine will you have in total?
Answer: 14.23ml
Question 3: Your patient weights 68.5kg and is prescribed Dopamine at 0.2mg/kg/day. What is the
total amount of dopamine they will need?
Answer: 13.7mg
Interview Question 1: Describe a time when you felt you gave optimum care to your patient. What
did you do that made the experience so good for your patient?
Interview Question 2: You have made a mistake when treating a patient. What do you do?
Interview Question 3: Can you briefly talk me through your understanding of Safeguarding in a
Nursing environment.

9. Interview Question 5: How would you say the 6Cs have improved the level of care you give?
Interview Question 4: What guidelines and procedures would you follow regarding urinary catheter
maintenance in order to prevent urinary tract infection (UTI)?
Interview Question 7: Describe a time when you used your communication skills to improve the care
of one of your patients.
Interview Question 8: Describe for us a time when you used your leadership skills to resolve a
difficult patient situation.
Interview Question 11: Tell us about a decision you made recently which had a positive effect on
your patient’s care.
Interview Question 9: Tell us about a change you made to your working practices in order to improve
patient safety.
Interview Question 10: How would you go about ensuring that you improve the quality of the care
you give to your patients?‘
Interview Question 6: Talk us through an example which demonstrates your ability to deal
effectively with emergency situations.
Interview Question 12: How would you show Courage in your daily rounds. Give us a recent example.
Tell us about a time when you showed true compassion when dealing with a patient.”
For these types of questions, you will need to use the STAR or iPAR formula to structure your
answers and your example will need to be clear and strong enough to demonstrate the quality you
are being asked about.
Depending on your level they may ask a more general question such as ‘Which of the 6Cs do you
deem is most important?’ When giving an answer you must mention the equal importance of all
however you can then give an example of when you demonstrated them in your work with emphasis
on perhaps 2 or 3 in particular.

10. Interview Preparation
This Interview toolkit is applicable for the recruitment to permanent, fixed term, temporary, bank,
secondments and honorary posts across all grades of staff clinical and non-clinical. It will
also apply in the selection of volunteers or work placements.
Selection interviews must include alongside assessment of clinical and technical competencies,
qualifications, skills, experience and knowledge assessment of the application of Caring Behaviors
regarded as essential requirements for health care roles in the NHS.
Testing for Caring Behaviours
When you interview candidates for a post in NHSit should reflect NHS Workforce Vision which recognises the
importance of Person-Centred Care and the impact on a patient experience by having a skilled, caring and
compassionate workforce.
The Workforce Vision sets out a commitment to valuing the workforce and treating people well. Putting people at
the centre of everything we do and work to a common set of values which guide the work we do, the decisions we
take and the way we treat each other.
Everyone can help whether in a clinical or non-clinical role by living and working to our shared values of: Care and
Compassion; Dignity and Respect; Openness, Honesty and Responsibility; Quality and Teamwork. Everyone who
works for the National Health Service is an essential and equal member of the team. Recruitment processes often
tend to focus on technical competencies, work experience and qualifications but there is now a need to include
selecting people with values underpinning the
6Cs Caring Behaviours:
CareCompassion Communication Competence Courage
Commitment
The recruitment and selection process must include, as a part of the interview process, testing the
candidate for evidence that they apply, or have the ability and understanding to apply, Caring
Behaviors at an acceptable level when carrying out the duties of the role they are applying for.
Testing for Caring behavioral competencies as part of the interview stage of the recruitment
process should be viewed with equal priority to clinical and technical competencies, qualifications,
knowledge, skills and experience.

11. Using the interview process to look for evidence of Caring Behaviours is applicable to both
clinical and non-clinical roles as many non-clinical roles, whilst not providing a direct healthcare
intervention, will have a high degree of interpersonal communication with patients, their families
and carers.
This guidance recommends that individual Structured Interviews are used to assess Caring
Behaviours alongside the other competencies required for the post being recruited to. The
interview panel must ensure the appropriate questions are identified to test candidates against
the agreed selection criteria and these must relate to the Job Description and Person
Specification for the post. The questions should allow the interview panel to test for not only
Clinical Competencies, Technical Skills and Knowledge, Qualifications and Training but also
incorporate interview questions to ensure that staff recruited to NHShave the right attitudes and
values for the job and can demonstrate Caring Behaviours being applied when working with
service users and their work colleagues.
Step 1
Assessment of Qualifications (equivalent experience), Clinical/Technical Competencies Skills,
Knowledge and Experience and
assessment of how candidates apply/demonstrate/understand the application of Caring
Behaviors in the work setting Agree relevant interview questions needed to be developed to
gain evidence from candidates in relation to the above As a general rule for posts: Band 5 and
above including other Grades of staff; clinical and non-clinical roles at least 45 minutes to 1
hour for each interview should be allocated which will also include testing for a minimum of at
least 3 Caring Behaviors. Agreement on minimum score to be achieved by candidates to select
as Preferred Candidate for the post.
Step 2
The Interview Process
All selection interviews will be conducted by a panel made up of a minimum of 2 people one of which must be the
line manager of the post holder.
The Chair of the panel must ensure that selection criteria and weightings are agreed by the panel and that they are
based on the requirements for the job. These must be applied consistently to all candidates.
Panel members will ensure the questions they ask at interview will be relevant to the requirements
of the post and are not discriminatory or unnecessarily intrusive. Panel members will make a record
of each interview in the standard templates provided and complete the agreed selection scoring
matrix. As candidates interviewed will be offered post interview feedback by a member of the panel,
it is important to record accurately any notes. Feedback will include the reasons for them being
unsuccessful based on the agreed selection criteria and person specification.

12. Step 3
How to use Structured Interviews to Assess Caring Behaviours
Structured interviews are interviews which ask a standardised set of pre-determined questions so that each applicant
receives the same questions.
The interview is then scored against predetermined scoring criteria which are the same for interviewees.
There are 2 types of Structured Interviews –Situational Interviews and
Behavioural Interviews.
Situational Interviews:
Applicants are asked to imagine a set of circumstances and then indicate how they would respond
to that situation e.g. What would you do if .......?
Behavioral Interviews:
Use past orientated questions which ask the applicant to discuss examples from their previous
experiences e.g. Tell me about a time when ......
This style of interview is based on the premise that past behaviour is the best predictor for future
performance in similar situations
Interviews usually comprise a combination of both situational and behavioural interview
questions.
How the Trusts Operate a structured interview:
Each candidate should be asked the same question. Limit prompting, use follow up
questions to probe further
Use relevant questions that are grouped as situational, what if, competency based or
knowledge questions
Ensure the interview lasts for a reasonable amount of time Min of 20 minutes – Maximum 1
hour
Control input of unnecessary information Ensure all the necessary information for making a
decision has been collated before moving onto the next question
Members of the interview panel should rate each answer using a standard rating scale (see
Step 4) that is based on evidence of performance in the actual job and take interview notes
Questions should relate directly to the person specification and Caring Behaviours being
probed

13. To get you started a descriptor for each behaviour and a selection of sample questions
relevant for both clinical and non-clinical roles are provided below. You should use that to
understand the definitions of each caring behaviour if you are not already familiar with these.
As a panel you should agree the Caring Behaviours to be selected as appropriate to the post
being interviewed for. It is important to ensure that the scenarios you use in your questions
are relevant to the typical situations that the applicant may experience or will have
experienced in their everyday work
Behaviours refer to a person’s underlying characteristics that are linked to aspects of job
performance and are related to how an individual might normally interact with service users,
their families and work colleagues.
As an interviewer you are required to recognize evidence and signs of caring behaviours
/values from the candidate’s responses to the interview questions. This then enables
assessment of the
interviewee in their ability to demonstrate through their responses that they show a caring
disposition.
Caring Behaviors Descriptor
**The interviewer is looking for evidence that the applicant can talk about subject
matter such as dignity and respect and give examples of how they have demonstrated
these in the workplace with health service users, work colleagues or other third parties
e.g. volunteers. You should also record where you observe examples of negative
behaviours/indicators as this will also help justify your scoring of the candidate’s
responses to questions.**

14. Behavioural Indicators
Reassuring, attentive and available at the bedside.
Taking time talking to patients
Accessibility:
·
Physical comfort, alleviating discomfort and, Relieving symptoms. A ready to
help and support ethos.
Comforting:·
Enabling, helping with care needs and meeting patients’ human needs.Making a
difference Instructing /encouraging self-care
Facilitating a Caring Environment:
Creating a caring environment and ensuring privacy
Demonstrating real empathy with others
Assisting:
·
1.
2.
Sample Question
A patient has been admitted to your ward, for the shift you have been allocated to care
for them as their named nurse. This is their first admission to hospital, and they are
extremely anxious. Describe for us the care you would provide?
A colleague you work with has been allocated a specific piece of work, this is the first
time they have been given this task, and you notice they appear extremely anxious.
Describe what you would do in that situation?
6Cs Caring Behaviours Descriptor
1) Caring Behaviour: Care
Criteria Definition
Care is our core business and that of our organisation. Caring defines us and or work.
People receiving care expect it to be right for them, consistently throughout every
stage of their life.
Care refers to the personal relationship with patient, relative, carer and work
colleagues.
It is concerned with maintaining dignity and respect, reflects nature of emotional
involvement.
Reflects interpersonal interaction between two people and therapeutic interventions
Caring within the health service REQUIRES reflecting these.

15. Behavioural Indicators
Conveying Concern Compassion Kindness and Sensitive to others.
Accepting feelings and emotions
Caring moments. Aware of respondent feelings
Empathy:
·
Maintaining hope, belief.Creating a sense of realism. Praise efforts. Positive
reinforcement. Belief in others potential. Giving and providing constant reassurance.
Reassuring:
Individualized care and treating whole person, Respecting Diversity, Non-judgmental,
getting to know patient, carer, relative/ Colleague.
Individualizing:
·
Sample Question
You are allocated as the new named nurse for a patient who the previous day received of
the prognosis of a serious illness, they are withdrawn and uncommunicative verging on
being rude. Describe for us how you would handle this situation and your approach to their
care.
Describe a situation where your sensitivity to the patient’s perspective changed the way
you managed their care.
A work colleague appears to be withdrawn and uncommunicative and you notice verging
on being rude when communicating with other co-workers /patients and or visitors to the
department. Describe for us how you would handle this situation.
Describe a situation where you have shown empathy or sensitivity towards one of your
colleagues
6Cs Caring Behaviours Descriptor
2) Caring Behaviour: Compassion
Criteria Definition
Compassion is how care is given through relationships based on empathy, respect and
dignity.
It can also be described as intelligent kindness, and is central to how people perceive
their care
Trusting relationship, Practicing ethically, Honesty, Confidentiality Reliable.
Trusting:
·

16. Behavioural Indicators
Teaching and Learning. Allow people to talk out their issue. Explaining and
encouraging questions. Giving Information. Giving Instruction. Keeping relative
informed. Exchange.
Information:
·
Communication, Facial expressions, Eye contact, personal touch
Able to indicate support through listening and appropriate gestures
Non-Verbal:
Listening and being open to feedback. Quiet listening. Discussing topics of concern.
Attentive listening. Effective Communication.
Listening:
·
Sample Question
A patient has been admitted as an emergency to your area/ward, you are advised they have a
profound hearing impairment; they normally wear a hearing aid. However, they do not have it with
them. Describe for us how you would effectively communicate with the patient?
Describe for us a situation where your communication skills had a positive impact on patient care
Describe for us a situation where your communication skills had a positive effect upon a
situation in your work workplace – what did you learn from that situation
Describe a time when you found it difficult to communicate with a colleague, patient or relative.
What did you do and how did you feel?
6Cs Caring Behaviours Descriptor
3) Caring Behaviour: Communication
Criteria Definition
Communication is central to successful caring relationships and to effective team
working.
Listening is as important as what we say and do essential for ‘no decision about me
without me’.
Communication is key to a good workplace with benefits for those in our care and staff
alike
Respect in Voice Tone. Introducing Self. Calling people by a preferred name. Being
cheerful and demonstrating patience
Attitude:
·

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Behavioural Indicators
Expert knowledge and use knowledge and skills effectively to promote the patient’s
best interest. Know when to seek assistance/refer to colleagues. Can identify safety
risks to patient care and ensure preventative measures are in place. Respects
views/wishes of the patient whilst maintaining effective relationships. Recognition of
own personal and professional limitations
Demonstrates:
·
Sample Question
You are on duty and another health professional is allocated a new clinical procedure protocol
to complete. They commence the procedure and then ask if you will complete it for them. You
have never undertaken this procedure on your own before. Explain what you would do in this
situation?
Can you describe at time when you felt you made the wrong decision?How did you feel and
what happened as a result?
Describe a situation where the management of a piece of work/project did not go as planned –
what happened and what did you learn from it.
6Cs Caring Behaviours Descriptor
4) Caring Behaviour: Competence
Criteria Definition
Competence means all those working in a healthcare setting must have the ability to
understand an individual’s health and social needs
Have the expertise, clinical and technical knowledge to deliver effective care and
treatments based on research and evidence

18. Behavioural Indicators
Faces up to problems and takes decisive actions quickly. Knows when to take actions if
patients are put at risk. Is confident to face up to people in most situations. Is
confident to state what is on their mind and why. Speaks up when there are concerns.
Confident to try new ways of doing things/working Delivers current and accurate
information. Not afraid to demonstrate understanding of how other feel. Follows
convictions. Goes to next level if situation rejected, ignored or covered up. Empathizes
with others. Responds to facts. Not afraid to say ‘that’s not right’
Demonstrates:
·
Sample Question
You are on duty; a situation arises that could potentially affect patient safety and you have
witnessed the same situation time and time again. No patient has ever come to harm – you
know that the team are aware of the issue. Describe for us how you would manage this
situation?
Can you tell us about a situation where you have had to advise a colleague or direct report
that they are not following correct processes /procedures regarding an area of work they are
responsible for or where you have had to flag to a line manager about performance issues
within your team. Describe for us how you approached the situation and what the outcome
was. (or ask how you would approach the scenario). How did you deal with the
colleagues/direct report’s
reaction?
Tell us about a time where you had to address a difficult situation with a colleague. Why it
was important to address the situation and what was the outcome.
Can you tell us what you would do if you overhead a colleague making an inappropriate
remark to a patient /relative or colleague?
6Cs Caring Behaviours Descriptor
5) Caring Behaviour: Courage
Criteria Definition
Courage enables us to do the right thing for the people we care for and work with. To
speak up when we have concerns. To have the personal strength and vision to innovate
and to embrace new ways of working

19. Behavioural Indicators
Upholds standards of the profession Putting the needs of the patient first
Do what they say they will do and make all effort to meet patient’s needs.
Concerned about well being of colleague.
Shows consideration and respect to team members and works collaboratively.
Knows and acknowledges each colleague’s role and contribution.
Is not afraid to do what is required. Will support colleague’s whey they are under
pressure or have a heavy workload
Demonstrates:
·
Sample Question
You arrive on duty to find there is a short notice staff absence. The ward is busy, and the
staff skill mix is challenging, the team leader you can see is doing their best in a situation
which steadily deteriorates as workload increases through the shift. Describe for us your
actions and how you would cope in this situation?
You arrive at your work place to find that due to several members of your team being
absent this leaves your team short staffed. There is a defined time line to complete some
key tasks; your team leader/manager is doing their best to deal with the situation however
you and your colleagues are feeling under pressure due to several conflicting priorities.
Describe for us how you would cope in this situation. Tells us how you would support other
members of your team who appear to be struggling with the workload in that situation
6Cs Caring Behaviours Descriptor
6) Caring Behaviour: Commitment
Criteria Definition
A commitment to our patients and the public is a cornerstone of what we do
We need to build on our commitment to improve the care and experience of our
patients, relatives and carers
We need to apply to perform effectively as part of an integrated team and in how we
apply to work colleagues

20. Marking scheme
Step 4
Scoring Candidate Responses
A Scoring Matrix is provided to allow you to rate the candidate’s responses to interview
questions. It is important that all members of the interview panel use the same scoring
matrix to ensure consistency of scoring across all the candidates being interviewed for
the post:
Interview Scoring Matrix:
I) Qualifications, Clinical/Technical Competencies, Knowledge, Skills and Experience and
ii) Caring Behaviours
5. Excellent / Advanced Exceeded Acceptable Level of Evidence
Criteria more than met criteria and excellent evidence given.
Excellent answers demonstrating comprehensive knowledge, experience and
understanding of the subject area. Showed advanced level of evidence of having
the requirements to perform well in the role. Has great instinct for detecting
difficulties in others. Strong display of positive indicators. Responses indicated an
ability to focus intuitively on solutions to situations. Responses indicated a natural
ability to apply the characteristics of caring behaviours in the workplace and
significant time and effort into ensuring these aspects of the patients and family’s
needs are met. Response indicated on a regular basis will ‘go the extra mile’ for
services users and work colleagues.
More than meet all criteria and Caring Behavior Competencies with additional
relevant skills/experience/other which will benefit the service
4. Very Good Level of Acceptable Evidence
Criteria met with very good evidence given Very good answers demonstrating more
than acceptable level of knowledge, experience of the subject area Showed very
good level of evidence of having requirements to perform well in the role Can
understand well how other people feel Clearly demonstrates application empathy
and compassion. Demonstrated more than acceptable display of positive indicators.
Very clear in answers Responses indicated strong background in focusing on
patient needs. Demonstrates they understand, gives examples and can apply Caring
Behaviour Competencies to an above average acceptable standard

21. 3. Good Acceptable Level of Evidence
Criteria partly met, some evidence given, satisfactory answer given that
demonstrated a good understanding of the subject area. Satisfactory display of
positive indicators makes a point to understand a person’s situation. Can articulate
the issues of others, mostly thinks of others needs first. Doesn’t hesitate to go the
extra mile to help others. Responses indicated ability to understand the whole
situation in context of patient, family, carers and colleagues and how caring
behaviours part of good clinical practice. Responses indicated confidence in own
knowledge and abilities in regards this aspect of clinical care Demonstrates they
understand, gives examples and can apply Caring Behaviour Competencies to an
acceptable standard
2. Some Acceptable Level
Acceptable Level of Evidence
Applicant evidences examples to show they can apply Caring Behaviour
competencies at a basis level
Criteria met, limited evidence given, answer demonstrated a basic understanding of
the subject area
1. Borderline Basic/ Limited Evidence
Basic/ Limited Evidence
Applicant evidences examples to show they can apply Caring Behaviour
Competencies at a basic level
Criteria met, limited evidence given, answer demonstrated a basis understanding of
the subject area
0. Unacceptable
Unable to provide meaningful examples of application of Caring Behaviours, failed to
understand or relate to the line of questioning. Seemed unfamiliar with the context of
the scenarios.
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22. Clinical/Technical Competencies, Qualifications, Training, Skills, Knowledge and
Experience
Evidence and Evaluation of Caring Behaviours
Other relevant information/evidence
It is important as part of the introduction before commencing the interview
questions that you explain to the candidate that a series of behavioural interview
questions will be incorporated into the interview which will help determine and
assess their attitudes/values regarding Caring Behaviours. Inform the candidate
these are viewed as essential in all NHS roles both clinical and non-clinical. Explain
that their answers will be scored and used as part of the overall assessment.
Encourage the candidate to give examples of real-life situations reflecting their
normal working practice.
Overall Assessment
The assessment criteria should account equally in the overall scoring and selection:
For all candidates, to ensure fairness and standardization of the interview you must
ask to all interviewees the pre-set questions, the panel members have all agreed.
You can tailor how you phrase/ask the question to your own interview style and your
particular service area/specialty. You can ask follow up questions if you feel
you need to probe the candidate further in regards an individual’s experience
or response.
Link to Extra Interview Support
https://www.england.nhs.uk/6cs/wp-content/uploads/sites/25/2015/03/introducing-
the-6cs.pdf
Final Tips to Note:
Thank You