Interview Styles in Education: What They Reveal About How We Hire
In education, we spend hours designing lesson plans, safeguarding procedures, and learner support frameworks. But when it comes to interview styles in education? Sometimes we settle for “just a chat.”
In this post, we’ll explore three real interview approaches used in education and training settings, from casual conversations to values-based frameworks and structured competency formats. Each tells a very different story about how we assess potential, and who we might unintentionally exclude.
1. The Informal Chat: Friendly but Flawed
Sometimes, interviews are positioned as “a quick chat” or “just an informal conversation.” The aim is to put the candidate at ease, which sounds good on paper. But without structure, clear expectations, or meaningful questions, the process can feel vague and one-sided.
In one example, a candidate attended an interview for a wellbeing tutor role with a national organisation delivering employment support. The meeting was described as informal, yet the panel offered no questions and only shared information when prompted. The candidate had to lead the entire conversation, without clarity on the selection criteria or expectations.
Candidates may leave unsure whether they performed well, or what the panel was looking for. Worse, the panel may inadvertently favour familiarity or rapport over skills and suitability. While the tone is warm, the method can lack fairness and consistency, and that’s a problem in education.
Takeaway: Informality isn’t the enemy. But clarity, structure, and purpose need to underpin even the most relaxed interview to ensure equity and relevance.
2. The Values-Based Interview: Clarity Meets Culture
In sectors like education, housing, care, and the third sector, values-based recruitment is gaining traction. These interviews explore how candidates behave when things don’t go to plan, focusing less on qualifications and more on mindset, ethics, and human response.
In one such scenario, a candidate was asked how they would support a tenant placed with a contractor who was arriving late and disengaging. The ideal response involved speaking with both the tenant and contractor, exploring practical barriers (e.g., transport, fit, unmet needs), and working together to reframe the placement as a success.
This style promotes reflection, empathy, and situational awareness. It also tells candidates: “We care about how you act under pressure, not just how you perform when things are smooth.”
Takeaway: Values-based interviews create a level playing field, particularly for candidates from non-traditional backgrounds. But they must be executed consistently and linked to real role requirements.
3. The Competency-Based Interview: Clear but Clinical
Structured competency-based interviews often follow a formula: “Tell me about a time when…” or “How would you handle…” This format promotes fairness by asking everyone the same questions and scoring against set criteria.
Topics may include safeguarding, inclusive teaching, classroom management, or responding to conflict. For example, in one scenario, a tutor was asked how they’d bring a class back on track after two learners had fallen out outside the course, distracting others.
A thoughtful response might involve pausing the lesson to privately check in with both learners, before re-engaging the group with a short session on communication or conflict resolution, even using the scenario itself as a teachable moment.
Takeaway: While competency interviews are objective, they can feel impersonal. Stronger panels combine scoring frameworks with follow-up prompts that invite candidates to show their thought process, not just recite prepared answers.
Final Thoughts: It’s Time to Rethink Interview Design
When we talk about inclusive education, that ethos should extend to our hiring practices. Interview styles in education, from informal chats to values-based and competency-led formats, shape who feels seen, who gets shortlisted, and who ultimately thrives.
A more human approach doesn’t mean sacrificing standards, it means raising them by making sure the process reflects the very values we promote in the classroom.
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FAQs: Interview Styles in Education
1. What are the most common interview styles in education?
The most common approaches include informal chats, values-based interviews, and structured competency interviews. Each style uncovers different aspects of a candidate’s fit — from soft skills to safeguarding knowledge.
2. How do I prepare for a values-based interview?
Focus on your lived experience. Think about moments where your actions supported learner welfare, inclusion, or teamwork. Use the STAR method (Situation, Task, Action, Result) to clearly explain how you handled challenges aligned with organisational values.
3. Are informal interviews effective in education recruitment?
They can be, if they’re paired with a clear framework. Without structure, informal interviews may overlook critical teaching and safeguarding skills and favour rapport over relevance.
