If you have an NHS interview coming up, you will probably face values-based questions. These are questions that ask how you would behave in real situations, rather than testing what you know. The NHS uses them because skills can be taught, but the right attitude towards patients is harder to train. They want to see that you treat people with care and respect.
This guide explains what these questions are, where they come from, and exactly how to answer them well. It works whether you are applying to be a nurse, a healthcare assistant, an administrator, a porter or anything else, because the NHS expects the same core values from everyone.
What values-based recruitment means
Values-based recruitment is a way of hiring that checks whether your personal values match the values of the NHS. Alongside your qualifications and experience, the panel wants to know how you would act when things get difficult: when a patient is frightened, when a colleague makes a mistake, or when you are under pressure.
The idea is simple. The NHS cares for people at their most vulnerable. Staff who are kind, honest and respectful give better, safer care. So interviews are designed to draw out evidence of those qualities from your own life.
These questions are usually behavioural. That means they ask about real things you have actually done, on the basis that past behaviour is a good guide to future behaviour. You will often hear them begin with "Tell me about a time when..." or "Give me an example of...".
The NHS values you should know
The values come from the NHS Constitution, a document that sets out what patients and staff can expect from the NHS. You do not need to memorise it word for word, but you should understand the spirit of it before your interview. The core values include:
- Working together for patients — putting patients first and cooperating across teams.
- Respect and dignity — treating every person as an individual, whatever their background.
- Commitment to quality of care — doing your work to a high standard and learning from mistakes.
- Compassion — responding with kindness to people's pain and worry.
- Improving lives — focusing on health and wellbeing, not just treatment.
- Everyone counts — making sure no one is left out and resources are used fairly.
Read these before you go in. When you answer, you do not need to quote them, but your examples should clearly reflect them.
The STAR method: your best tool
The most reliable way to answer any behavioural question is the STAR method. It keeps your answer focused and makes sure you actually answer the question instead of drifting.
- Situation — set the scene in a sentence or two.
- Task — explain what you needed to do or what the problem was.
- Action — describe what you personally did. This is the most important part.
- Result — say what happened, and what you learned if it is relevant.
Spend most of your time on the action and result. Panels want to know what you did, so say "I" rather than "we" when describing your part. A common mistake is telling a story where it is never clear what you actually contributed.
Common values-based questions and how to approach them
Below are the kinds of questions you are likely to hear, grouped by the value they test. For each, think of a real example from your work, study or daily life before the interview.
Compassion and care
You might be asked: "Tell me about a time you supported someone who was upset or distressed." Or: "Describe a moment when you went out of your way to help someone."
Choose an example where you noticed someone's feelings and did something practical to help. Show that you stayed calm and kind. Even if you have no healthcare experience, an example from a shop job, school or family life can work well.
Respect and dignity
A typical question is: "Give an example of working with someone very different from you." Or: "How would you protect a patient's dignity while helping them wash?"
Show that you treat everyone as an individual and never judge. If the question is hypothetical, talk about explaining what you are doing, asking permission, keeping the person covered, and giving them choice where possible.
Working in a team
You may be asked: "Tell me about a time you worked in a team to solve a problem." Or: "Describe a disagreement with a colleague and how you handled it."
Pick an example where you listened, stayed professional and helped reach a good outcome. The NHS relies on teamwork, so showing you can cooperate, even when you disagree, is valuable.
Honesty and safety
A common one is: "What would you do if you saw a colleague doing something unsafe?" Or: "Tell me about a mistake you made and how you handled it."
These test whether you put patients first and own up to errors. The right answer is to act on concerns, speak up, and be honest rather than hiding a problem. The NHS calls this a "duty of candour", which means being open when something goes wrong. Show you understand that admitting a mistake quickly keeps patients safe.
Dealing with pressure
You might hear: "Describe a time you had too much to do and how you coped." Or: "How do you stay calm in a stressful situation?"
Show that you prioritise sensibly, ask for help when needed, and do not cut corners on safety. Admitting you would ask a senior colleague for support is a strength, not a weakness.
Preparing your examples in advance
You cannot predict every question, but you can prepare a small bank of strong stories that you can adapt. Aim for four or five real examples that each show more than one value. A single good story about helping a worried patient might cover compassion, respect and communication all at once.
A simple way to prepare
- List the NHS values down one side of a page.
- Next to each, jot down a real time you showed it.
- Turn each into a short STAR answer.
- Practise saying them out loud, because they sound different spoken than written.
Do not script word for word, or you will sound robotic and freeze if the question is worded differently. Learn the shape of each story so you can tell it naturally.
Mistakes to avoid
- Being too vague. "I'm a caring person" proves nothing. A specific example does.
- Telling someone else's story. Always centre what you did.
- Pretending to be perfect. When asked about a mistake, give a real one and what you learned. Saying you never make mistakes sounds dishonest.
- Forgetting the result. Always finish your story with what happened.
- Criticising past employers or patients. Stay professional and fair, even about difficult situations.
On the day
Arrive early, or log in early if it is online. Listen carefully to the whole question before you start, and take a breath to choose the right example. It is fine to pause and think. If you do not understand a question, ask the panel to repeat or rephrase it.
Be yourself. Values-based interviews reward genuine warmth and honesty, not polished performance. If you truly care about treating people well, let that come through in how you speak about the people in your examples.
Before your interview
This article is general information to help you prepare, not formal careers advice, and every NHS panel runs interviews a little differently. Always read the details on your specific job advert and any guidance the recruiter sends you.
When you are ready to find your next role, you can browse current NHS vacancies on GovJobs and then apply through the official NHS Jobs site at jobs.nhs.uk. Prepare your examples, keep the NHS values in mind, and let your honesty and kindness do the work.
