Being a 863425441social services3.86case manager3.72msw2.39human services2.0mental health1.93125133412470069.9037.1281.60HOURLY3915859112025-09-012025-09-302025-08-012025-08-312025-10-05social 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

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

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

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

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 

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 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

Social workers are expected to react logically and rationally to high-pressure, emergency situations. One that commonly occurs is when a client has a negative reaction toward a piece of advice the social worker recommended, which can sometimes result in aggression. Their answer should be positive, professional and mature as they explain their process for handling difficult clients without making disrespectful comments toward the client. The candidate's answer should emphasize:

• Strategy for handling difficult or aggressive clients
• Ability to stay calm in high-pressure situations
• Decision-making skills

This question allows you to gauge the candidate's ability to reflect on their achievements and contribute meaningfully to the organizations they work for. It also gives you insight into their problem-solving skills and how they measure success. Look for:

• Specific examples that demonstrate results.
• Relevance to the job you're hiring for.
• Clear evidence of initiative and responsibility.

This question helps you assess the candidate’s resourcefulness, initiative, and ability to navigate unfamiliar situations. Look for responses that show the candidate knows how to research and connect with local services and that they have a solid understanding of the importance of collaboration with community partners.

This question can help assess the candidate's ability to adapt and learn from their experiences. It's important to look for examples of self-awareness, the ability to reassess situations, and how they took responsibility for adjusting their approach. Look for:

• A clear, specific example of when assumptions were challenged.
• How they adapted their approach to the new information.
• A focus on the client's needs and best interests.