An NHS values-based interview focuses on who you are and what matters to you, not just what you can do. The questions are designed to see how your personal values and behaviours align with the six core values laid out in the NHS Constitution. It’s the NHS’s way of ensuring it recruits people with the right mindset and a genuine commitment to patient care.
While your skills and experience are vital, this approach helps recruiters find candidates who will thrive in the unique environment of the health service. Your answers should be thoughtful and backed up with real-life examples that demonstrate you embody these principles in your work.
The 6 core NHS values explained
Everything in a values-based interview links back to the NHS Constitution. These six values are the bedrock of the NHS and guide the actions of every single staff member, from porters to surgeons. Understanding them is the first step to success.
- Working together for patients: This is about collaboration and recognising that patients come first. It means communicating effectively with colleagues, sharing knowledge, and putting the patient at the centre of every decision.
- Respect and dignity: This value emphasises treating everyone—patients, their families, and colleagues—with kindness, consideration, and respect for their privacy and individuality.
- Commitment to quality of care: This is about striving for the best possible standards. It involves taking pride in your work, embracing feedback, learning from mistakes, and continuously seeking to improve.
- Compassion: This means showing empathy and kindness. It’s about understanding a patient's situation, responding with humanity, and providing comfort and care in a way that is sensitive to their needs.
- Improving lives: This value covers making a positive difference beyond just clinical treatment. It’s about improving health and wellbeing, supporting people to live healthier lives, and considering the wider impact of your actions.
- Everyone counts: This highlights the importance of inclusivity. It means ensuring no one is left behind, using resources wisely and fairly, and empowering all staff and patients to have a voice.
How to prepare your answers
Preparation is everything. Walking into an interview hoping to think of good examples on the spot is a recipe for stress. Instead, take a structured approach.
First, carefully read the job description and person specification again. The language used will often give you clues about which values are most critical for that specific role. A patient-facing role might emphasise compassion, while a data analysis role might focus more on commitment to quality.
Next, brainstorm examples from your career, education, or even volunteer work that demonstrate each of the six values. Think of specific situations where you’ve worked in a team, handled a difficult person, improved a process, or showed empathy. Don't worry about finding the 'perfect' example; focus on ones that are real and that you can talk about confidently.
Use the STAR method to structure your examples
The STAR method is a simple yet powerful way to structure your answers, ensuring they are clear, concise, and impactful. It prevents you from rambling and helps the interviewer follow your story.
- S - Situation: Briefly describe the context. Where were you? What was the setting?
- T - Task: What was your specific goal or responsibility? What needed to be done?
- A - Action: Describe the specific steps you took. Use “I” statements, not “we”. What did you do, say, or think? This is the most important part of your answer.
- R - Result: What was the outcome of your actions? Quantify it if you can (e.g., “reduced waiting times by 10%”). If not, describe the positive impact on the patient, team, or service. Always finish by reflecting on what you learned.
Finally, review your supporting statement from your application. The interview panel will have it in front of them, and they may ask you to expand on something you wrote. If you used our Application Copilot to help structure your statement, you'll already have some great examples to draw from.
Example questions and answers for each value
Here are some common questions you might face for each of the six NHS values, along with a model answer using the STAR method.
1. Working together for patients
Typical questions: “Tell me about a time you worked in a team to achieve a goal.” / “Describe a situation where you had a disagreement with a colleague. How did you handle it?”
Q: Tell me about a time you had to work with other professionals to provide patient care.
A (example for a newly qualified physiotherapist):
- Situation: I was on placement on a stroke rehabilitation ward. We had a patient who was medically ready for discharge but was extremely anxious about returning home alone and was losing motivation in their therapy sessions.
- Task: My task was to work with the multidisciplinary team (MDT) to create a safe and supportive discharge plan that addressed the patient's physical and emotional needs.
- Action: I initiated a conversation with the patient’s occupational therapist and the ward’s discharge coordinator. I shared my observations about the patient's low mood and fear of falling. We organised a case conference that also included the patient's social worker. I advocated for a home visit before discharge and suggested a graded return to activities, which the OT then built into their plan.
- Result: The patient felt listened to and became much more engaged in their therapy. The joint home visit identified a simple equipment need that we could resolve, which massively boosted their confidence. They were discharged safely a week later with a community support package in place, and the feedback from their family was incredibly positive. It taught me how vital proactive communication is across different professional disciplines.
2. Respect and dignity
Typical questions: “How would you handle a patient who was being rude or aggressive?” / “Describe a time you had to advocate for a patient.”
Q: Tell us about a time you ensured a patient's dignity was maintained.
A (example for a healthcare assistant):
- Situation: I was working on a busy admissions ward, and a frail, elderly patient with dementia became very distressed during personal care. They didn't want us to help them wash and were becoming agitated. A junior colleague was getting flustered, trying to rush the process because we were short-staffed.
- Task: My responsibility was to ensure the patient received the care they needed while feeling safe and respected, and to support my colleague.
- Action: I asked my colleague to take a moment and calmly spoke to the patient, using their preferred name and making eye contact. I noticed they were clutching a family photograph. I began asking them about the people in the picture, and as they talked, they visibly relaxed. I then explained each step of what I was doing in a soft voice, giving them simple choices, like which soap to use. I involved them rather than doing it 'to' them.
- Result: The patient allowed us to complete their personal care without any further distress. Afterwards, I had a quiet word with my colleague, explaining how taking a few extra minutes to build trust can save time and be much kinder for the patient. We made sure to add 'likes to talk about their family' to the patient's care plan.
3. Commitment to quality of care
Typical questions: “Tell me about a time you made a mistake. What did you do?” / “How do you ensure you keep your skills and knowledge up to date?”
Q: Describe a situation where you identified a way to improve the quality of a service.
A (example for a Band 4 administrator):
- Situation: In my role scheduling outpatient appointments, I noticed we had a high rate of patients 'did not attend' (DNA) for a specific clinic. This wasted a slot and meant other patients waited longer.
- Task: I wanted to understand why this was happening and see if we could reduce the DNA rate for that clinic.
- Action: With my manager's permission, I spent an afternoon calling a small sample of patients who had recently missed their appointments. I discovered that the appointment letters for this clinic were particularly confusing and didn't clearly state the hospital building or floor. I created a simple, redesigned letter template with a map and clearer instructions and proposed we trial it for one month.
- Result: After the trial month, the DNA rate for that clinic had dropped by nearly 30%. My manager was thrilled and the new template was rolled out across the department. It showed me that even small, practical changes can have a big impact on the quality and efficiency of patient care.
4. Compassion
Typical questions: “Tell me about a time you had to give someone bad news.” / “How would you support a distressed colleague?”
Q: Describe a time you showed compassion to a patient or their family.
A (example for a Band 5 nurse):
- Situation: I was caring for a terminally ill patient whose family were struggling to come to terms with the prognosis. The patient's daughter was finding it particularly hard and was often tearful and withdrawn when she visited.
- Task: My role was not just to provide clinical care to the patient, but also to offer emotional support to the family during an incredibly difficult time.
- Action: I made a point of checking in with the daughter each time she visited, not just to give a medical update, but to ask how she was doing. I would make her a cup of tea and find a quiet space for us to talk for five minutes. I listened as she shared memories of her father and her fears for the future. I also made sure she knew about the hospital's family support services.
- Result: This small act of kindness helped build a trusting relationship. The daughter felt more able to ask questions and be involved in her father's care. When her father passed away, she wrote a card to the ward, specifically mentioning that those quiet cups of tea had made a huge difference and helped her feel less alone.
5. Improving lives
Typical questions: “Why do you want to work in the NHS?” / “Tell us about a time your actions made a positive difference to someone.”
Q: Why is the principle of 'improving lives' important in the role you've applied for?
A (example for a public health role):
- Situation: This question isn't asking for a specific story, but for my understanding of the value in context.
- Task: My task is to connect the value of 'improving lives' directly to the responsibilities of a public health practitioner.
- Action: I would explain that for me, 'improving lives' is the very essence of public health. It goes beyond treating illness; it's about prevention and creating the conditions for people and communities to thrive. In this specific role, it means using data to identify health inequalities and then developing targeted interventions, like smoking cessation campaigns or promoting healthier eating in schools. It’s not just about adding years to life, but adding life to years.
- Result: I'd conclude by saying that I am motivated by the chance to make a tangible, long-term difference to the health and wellbeing of a whole population, not just one person at a time. This demonstrates a deep understanding of the role's purpose and a personal alignment with the value.
6. Everyone counts
Typical questions: “Tell me about a time you adapted your approach to meet someone’s individual needs.” / “What does equality and diversity mean to you in a healthcare setting?”
Q: Describe a time you had to deal with a communication barrier.
A (example for a pharmacy technician):
- Situation: A patient came to the outpatient pharmacy to collect a new medication. They were an older person who was deaf and relied on lip-reading, but because of infection control rules, I was wearing a surgical mask. They were becoming visibly anxious because they couldn't understand my instructions.
- Task: I needed to ensure the patient understood exactly how and when to take their new medication, and the potential side effects, to ensure their safety.
- Action: I immediately recognised the problem. I moved to a quieter part of the counter to reduce background noise. I used clear, simple written notes on a pad of paper, using large text. I also used gestures and pointed to the key information on the medication box. I wrote down a key question: “Do you have any questions for me?” and waited patiently for them to write a response.
- Result: The patient's posture relaxed, and they nodded to show they understood. They wrote 'thank you' on the pad before they left. It was a powerful reminder that 'everyone counts' means being flexible and adapting our standard way of communicating to ensure every single patient receives safe, effective, and respectful care. I later suggested our department invest in some clear-fronted masks for these situations.
What happens after the interview?
After the interview, the panel will score each candidate. You'll usually be notified of the outcome within a week or two, though this can vary. If you're successful, you'll receive a conditional offer of employment.
This is when the pre-employment checks begin. The NHS has a rigorous process that includes checking your references, your right to work in the UK, your identity and qualifications, your health via an occupational health screening, and a Disclosure and Barring Service (DBS) check. This process can take time, so don't be surprised if it's 6-12 weeks from your interview to your first day on the job. Be patient and respond to any requests from the recruitment team promptly.
If you're looking for more guidance on navigating the entire process, from application to your first day, our comprehensive NHS Interview Pack can provide extra support and confidence.
Key takeaways
- Values-based interviews are designed to see if your personal values align with the six core values of the NHS Constitution.
- Before your interview, take time to understand what each of the six values means in practice.
- Brainstorm specific, real-life examples from your experience that demonstrate you living these values.
- Use the STAR method (Situation, Task, Action, Result) to structure your answers clearly and effectively.
- Focus on your personal contribution by using “I” statements when describing your actions.
- Always reflect on what you learned from the experience and how it would shape your future behaviour.
- Be authentic, honest, and let your passion for patient care shine through.