What Care Employers Really Look for in Your Interview

In other industries, interviews tend to focus heavily on technical skills and experience: Questions like:

• Do you know how to use the software?  

• Do you have the necessary qualifications?  

• Have you done this type of work before?

In care, these things matter. But they're not what the interview is really about.

Throughout your interview, every care employer is asking this fundamental question: 'Can I trust you with the welfare of vulnerable people?'

Trust isn't just about honesty. It's also about values, competence, and making good decisions under pressure.

Let's break down exactly what employers are looking for in these three areas and how you can demonstrate that you have what they need.

Pillar 1: Demonstrating Core Values

Empathy and Person-Centred Care

Employers want to see that you treat the person, not the condition. They want to see that you recognise each service user as an individual with their own preferences, history and dignity.

Try something like this: 'I was supporting Mr Ahmed, who became quite distressed during his personal care routine. Rather than rushing through the routine, I took the time to find out what was upsetting him. He explained that certain practices around personal care were important in his culture. We adjusted our approach to respect his preferences, and he became much more comfortable with the support.'

This example demonstrates that you prioritise dignity over convenience, and that you recognise the individual, not just the task at hand.

Respect and Dignity

Every care role involves intimate moments, such as providing personal care, having private conversations and dealing with difficult situations. Employers need to know that you will handle these situations appropriately and professionally.

They're listening to how you talk about the people you have supported.

Strong examples will reference times when you have protected someone's privacy, maintained confidentiality even when it was difficult, or supported someone to do something themselves rather than doing it for them.

Attitude and Reliability

Teams rely on each other completely. If one person does not show up, this creates cascading problems for their colleagues and, more importantly, for the people receiving care.

Employers want evidence of reliability, resilience, and a positive attitude. They will ask about your attendance record. They'll also want to know how you handle difficult days.  

Be prepared to discuss your commitment to the role openly and honestly. If you have maintained excellent attendance, mention this. Describe how you have stayed calm during challenging situations and give examples of how you have supported colleagues during busy periods.

Pillar 2: Safety, Compliance and Knowledge

Safeguarding and Boundaries

All care employers will assess your understanding of safeguarding, either directly or indirectly.

You also need to be familiar with the reporting chain of command. What would you do if you witnessed or suspected abuse, neglect or unsafe practice?  

Employers want to hear that you would act without hesitation, even if it makes you feel uncomfortable. This may even involve reporting a colleague. Even if you're not completely certain.

Your answers must show that you understand how serious safeguarding is and that you would always prioritise the welfare of vulnerable people.

Clinical Competence

The specific knowledge required varies depending on the role.  

Employers aren't looking for perfection. They want to see that you have the appropriate knowledge for your role, and that you are aware of your own limitations.

Be prepared to briefly describe any relevant training you have completed and specific procedures you are familiar with. If there are any gaps in your experience, acknowledge them honestly while emphasising your willingness to learn.

Documentation and Record Keeping

Accurate and timely record-keeping provides legal evidence and facilitates communication between staff, while safeguarding the protection of both service users and staff.

Employers want to know that you understand and take this responsibility seriously.

They are looking for attention to detail, an understanding that documentation should be factual and objective, and prompt completion of records.

Pillar 3: Situational Judgment

Handling Challenging Behaviour

You will almost certainly be asked how you would respond to aggression, distress or conflict.

The key is to demonstrate that you can stay calm, identify the underlying cause and use appropriate de-escalation techniques, rather than simply trying to control the situation.

This shows that you don't react defensively, that you consider root causes, and that you maintain your dignity, even in difficult situations.

Emergency and Protocol Adherence

Care emergencies require calm and structured responses. Employers want to see that you follow established protocols rather than panicking or trying to handle everything yourself.

When asked about your response to a fall, medical emergency or fire, structure your answer around the following procedure: assess the situation quickly, ensure immediate safety, call for appropriate assistance, follow your training (DR ABC for medical emergencies and evacuation procedures for fires) and document everything afterwards.

This shows that you are a reliable person who won't improvise during critical moments.

Managing workload and prioritisation

Care work constantly involves competing demands. For example, two people may need help at the same time. You have documentation to complete, but someone needs immediate support. A family member arrives wanting to talk while you are in the middle of a task.

Employers want to see structured thinking and the ability to prioritise based on risk.

This demonstrates your ability to triage calmly based on risk, rather than simply responding to whoever asks the loudest.

Your Commitment to Care

Employers want staff who see care work as a long-term career, not just a temporary job.

Be prepared to talk about why you chose a career in care, what you find rewarding about it, and how you envisage your career developing. You could also mention any continuing professional development (CPD) plans, areas of specialisation you're interested in, or how this particular organisation aligns with your professional goals.

This demonstrates commitment, ambition, and a genuine interest.

Your Interview Preparation

Before your next care interview, prepare three to four STAR examples covering:

• A time you handled challenging behaviour or conflict

• A situation where you had to follow safeguarding procedures or escalate a concern

• An example of working effectively under pressure or managing competing priorities

• A moment when you went beyond basic duties to provide person-centred care

Write these down. Practise saying them aloud. Having these examples ready will help you to respond confidently, rather than scrambling to think of something at the time.

Show them your values by giving specific examples. Demonstrate your competence clearly. Prove that your judgement is sound. Do that, and you'll stand out from candidates who merely list their qualifications and hope for the best.