social work supervisor interview questions and answers

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

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

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 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

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

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…”)

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

One of the best things a supervisor can add to your team is keeping other employees excited about their work and prepared to give every day 100 percent. Learning how the candidate approaches this task will tell you a lot about how prepared they are to take on the role.

What to look for in an answer:

• Evidence they have been in charge of successful teams
• Willingness to adjust their motivation techniques as needed
• Understanding of their role as a supervisor in regards to morale

Supervisors need to feel comfortable making decisions, even if they serve under a department manager. This question allows the candidate to illustrate their ability to step up and make important calls as needed.

What to look for in an answer:

• Confirmation they feel comfortable making decisions independently
• Evidence they have taken on more decision-making responsibility over time
• Confidence in their thought process behind making important choices

Learning to adapt management styles and techniques can create an exceptional supervisor. This question helps you figure out if the candidate is able to receive feedback and adjust their style if needed.

What to look for in an answer:

• Indications their supervision skills have grown over time
• Proof they have received feedback well and adjusted their style as necessary
• Confirmation they are self-aware about their need to evolve

Supervisors are often expected to resolve issues between their direct reports to avoid escalation. This question gets to the heart of the candidate’s ability to negotiate conflict on their team.

What to look for in an answer:

• Evidence they have handled employee disputes in the past
• Confirmation they have had success resolving issues on their previous teams
• A style of resolution that aligns with your company culture

Unfortunately, even good employees can falter sometimes and you need a supervisor to be able to identify poor performance and address it. This question gives the candidate a chance to prove they know how to manage the task.

What to look for in an answer:

• Indication they understand the importance of setting employee goals and standards
• Evidence they know how to cultivate talent in their staff
• Proof they feel comfortable addressing problems on their team

Some supervisors are responsible for hiring, while other companies leave those decisions to department heads and HR. This question will reveal if the candidate has had the responsibility of hiring, and how they would handle it even if they’ve yet to do it.

What to look for in an answer:

• Evidence they know what to look for in a good hire
• Awareness about the steps required to build a solid team
• Indications they are motivated to take part in the hiring process

How a supervisor is able to mesh with their team can make or break their success at your company. This probing question will reveal if they’re a good culture fit for a supervisory role.

What to look for in an answer:

• Self-awareness about how they are perceived by other employees
• Indications they have asked their direct reports for feedback
• An alignment with your company culture

A strong supervisor should have impressive leadership skills to motivate their employees to deliver valuable work. If the candidate has had many years of experience working as a supervisor, they should have a clear leadership style and strategy that they regularly use to successfully inspire and lead their team. Look for a candidate who confidently answers this question and expresses pride as they explain their system for motivating and improving their team members’ performance.

The candidate’s answer should emphasize:

• A clear and comprehensive leadership style
• Their delegation abilities and tactics
• How successful they are as a leader and motivator

An answer to this question could look like this: