7 Social Worker Interview Questions and Answers

What kinds of clients do you find most difficult to work with and why?

Being a social worker is stressful, and many social workers burn out quickly. Asking the
above question lets you get an idea of how candidates handle stress and how compatible they
might be with your organization. Look for:

 Some positivity in the answer

 No disparaging/blaming others or being overly negative
 Accepting some responsibility in the situation

A good answer might be, "I find that the most difficult clients are those who have given up.
That is, they've been failed by others and the system so many times that it feels like I can
never reach them. They're a good reminder to myself that I need to remain curious and to
approach issues from multiple angles because all clients deserve my best."

Why did you go into social work?

People go into social work for different reasons, and asking about their motivations lets
candidates talk about themselves and reveal background information that they might not be
able to otherwise. Look for:

 Going beyond a generic "desire to help others"

 Specifics versus generalities
 A commitment to social work

An effective candidate could answer, "My grandfather died of cancer when I was 10, and the
hospice nurses and social workers paved the way for him to die at home and on his own
terms. That experience opened my eyes to how I could help others advocate for themselves."

What strategies do you use for crisis intervention?

Conflict is inevitable in any field of social work, and this question allows you to check that
candidates' conflict-resolution skills fit what your organization is looking for. You can also
use it to check if the candidate is prioritizing skills listed in your job ad (for example,
listening with empathy). Look for:

 Strategies that align with what your organization wants

 Context they were practiced in
 Lack of blaming others

A good answer might be, "When I worked at a women's shelter, many of the residents would
get upset when a routine changed. I started being more proactive by explaining up front and
clearly what the plan for the day would be. When a crisis occurred, I used restatement,
clarification and 'I' statements to ensure everyone was on the same page."

What type of supervision do you prefer?

Questions such as this one get to cultural fit. For example, if your agency needs social
workers who take instruction well, then someone who prefers to work alone independently
and to be given a lot of leeway might not be the best fit. Look for:

 Candidate compatibility
 Ability to acknowledge weaknesses
 Reasoning behind preference

An example of a good answer could be, "I've been a social worker for 20 years, so it's critical
that my supervisors trust my judgment. I need to know they have my back. However, I do
realize that even the most-seasoned professionals make mistakes or can do things better, so I
seek out feedback when I'm conflicted. I always enjoy going to workshops and continuing-
education seminars."

What are the signs of abuse?

This question assesses candidates' competence for the job, and one of the most important
things they should know has to do with recognizing the signs of abuse in whatever population
you work with, be it at-risk youths, children in public schools, the elderly or another segment.
Look for:

 Ability to answer quickly

  Specifics
 Factual answers (not answers like, "These poor, pitiful people…")

One effective answer might be, "The top signs of physical abuse among the elderly in nursing
homes tend to be unexplained scars, bruises or broken bones. Broken eyeglasses, drug
overdoses and mood changes are other common signs."

Tell me about a time when a client disagreed with your approach or treatment plan.

This discussion point lets you measure how well candidates collaborate, communicate and
think creatively. It is also another opportunity to ensure that candidates fit your organization's
missions and values. Look for:

 Flexibility instead of rigidity

 Orientation toward teamwork
 Ability to recognize flaws in self

A good candidate could reply, "I had a hospice patient who was in tremendous pain yet he
simply would not go on pain medications because he saw them as a sign of weakness. He
became belligerent when nurses tried to force the medications on him, and I realized that I
needed to be more flexible. My insistence that he take the medications meant that he was no
longer in control of his life and his choices, and that was wrong."

What is the most important aspect about managing clients' feelings?

A big duty of social workers is to keep situations as conflict-free as possible so that there can
be resolution. Thus, they must often manage clients' feelings, and that can be no easy task.
Look for:

 Empathy
 Mention of firm boundaries
 Ability to remain calm

An effective answer might go like this, "The most critical thing is to remain calm and to not
take things personally. Only then can I listen and empathize effectively. It's also important to
maintain firm boundaries so that the expectation for respectful communication is clear and
maintained."

What experiences and skills make you a great candidate for this position?
The candidate should describe specific experience and capabilities that align with the
qualifications detailed in the job description and demonstrate an understanding of the
function the role performs. Look for answers that highlight:
 Relevant experience and training
 Understanding of the position applied for
 Consistent, purposeful pursuit of endeavors within the industry

What has been your most meaningful work experience?

Listen for details of a project or challenge where the candidate showed competence and
initiative, even if they weren’t ultimately successful. A great answer will include specifics of
a quantifiable outcome or result from a successful experience or valuable insights and
strategy improvements from a meaningful failure.
 Industry-specific problem-solving skills
 Creativity and initiative
 Self awareness and an accurate appraisal of business value

What do you look for in an employer?

The best answer to this question would highlight the overlap between the candidate's passion
and the employer's objective. Look for signs of self-awareness, thoughtful career goals and an
appreciation for the needs of the company.
 Clearly articulated career goals
 Desire to contribute meaningfully
 Recognition of the role employees play in meeting company goals

Describe a major workplace problem you've encountered and how you handled it.
This gives the candidate an opportunity to describe how well they operate under pressure.
They should be able to explain a difficult situation clearly and thoughtfully. A good answer
may describe both actions they took as well as actions they wish they’d taken, upon further
reflection.
 Ability to cope with/resolve conflict
  Interpersonal skills
 Emotional resilience

What qualities make you a team player?

This gives the job seeker an opportunity to explain how he or she will contribute to
workplace dynamics. Look for answers that describe how a candidate would contribute to the
success and productivity of others. Is the candidate:
 Aware of team dynamics?
 Able to be subordinate to group functionality?
 Interested in promoting the productivity of others?

What are your career goals, and how do you plan to achieve them?
A great employee is both ambitious and cooperative. Here, they should demonstrate a vision
for their future that will make them an energetic and functional addition to your team. Look
for:
 A motivating vision
 Interest in skills development
 Interest in the industry and mission of the company