8.1b Interviewing

i) Introduction

Once you have the applicants for a job, how are you going to know that they have what you are looking for? Using the right questions in the interview will help assist in recruitment of appropriate staff and provide some insight into the skills of the worker.

Using questions involving hypothetical situations can be a useful tool during interviews with job applicants because the answers they give provide insight into:

  • Worker values
  • Problem solving structures used
  • How client is included
  • Intervention principles – from least restrictive, knowledge of process

The following are three kinds of hypothetical questions you may want to include in the interview process.


Hypothetical Interview Questions

Hypothetical Question 1

Imagine that you are an interviewer, and you ask the job applicant the following question:

"How would you deal with a client who is verbally abusive and refusing to pursue their rehabilitation goals?"

Imagine they gave the following response:

"Try and calm the client explain the benefits of the rehab, if this is no good leave, then go back 10mins later and try again – advise manager."

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Hypothetical Question 2

Imagine that you are a job applicant, and the interviewee asked you the following question:

"If a client appears anxious every time they have to experience something new in their therapy, what do you see as your responsibility and how would you introduce change?"

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Hypothetical Question 3

Imagine that you are an interviewer

What are the important things about yourself that will assist you to work with a person with TBI?

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It is important to remember that these hypothetical questions are only part of the recruitment process. It is important to also check referees. This ensures that the applicant can both answer the questions at the interview and has evidence of being able to do work. This information is obtained by structured questions in referee checks.

General pointers for interviews

The interviewer is looking for answers that reflect the values, attitude and experience of the applicant and that these can be utilised for the clients and within the framework of the service.

  • Positive, non-judgemental, open, honest, good communication, good presentation (ok to be nervous), makes eye contact, positive in how relates to committee member who may have a disability, has made an effort to find out about the work and what is expected if successful.
  • Uses personal skills and experience to manage hypothetical’s, demonstrates a sequence/structure to answering hypothetical from least intrusive to higher level of involvement.
  • Skills, experience, interest can be applied to people with disabilities and extend to manage changes arising from brain injury.
  • Understands working as part of a team, demonstrates an ability to manage conflict and problem solving hierarchy, when to ask for assistance
  • Willingness to engage with the service, increase knowledge and skills