What has been your experience with agency paperwork and how do you feel about it?

"I'm indifferent to that part of the job. I take pride in my work, no matter what I'm doing, and have several systems and processes for every aspect of what I do. When you are good at what you do, you enjoy the work. So I set myself up for success for that aspect of the job a long time ago."

Your interviewer will ask this question to gauge if you lean towards one aspect of the job versus another. Paperwork and filing reports can be repetitive and monotonous. They're interested if you thrive on this solitary, more introverted work and less so on the more social aspect of the job, or if you dread that work, and prefer the work with more social interaction.

Try to strike a balance when you answer this question. Whether your personality type leans more towards introverted or extroverted, try to come somewhere towards the center of the scale. The impression you want to set is that you are up to the challenge without hesitation.

What do you judge to be your major successes or accomplishments in your fieldwork?

"I've helped countless individuals deal with some heavy issues they were encountering. I also helped launch a successful Suicide Awareness and Prevention Walkathon that branched into its own assistance helpline. They just celebrated their 5th anniversary. I am so glad to see how much troubled youth this has helped since it was founded. This work provided me with so many opportunities to help people. I'm proud of the impact I've had so far, but the work is never done, is it?"

The interviewer is trying to assess your work ethic, your career goals, and insights into your personality. Understanding how you define your successes will help them determine what motivates you and how you'd contribute to their department.

Answer the question outside of yourself. Focus on the larger circumference. Prior to your interview, put thought into how you'd define your more successful moments. Study the job posting and job description. Exude confidence and speak comfortably. Break down why the examples you provide were a success; short-term goals, long-term goals, and the big picture. Tell the interviewer how you view success through this lens, and how you aim to repeat those successes and be sure to mention the success you plan to bring to this position should they should offer you the role.

How would your weaknesses interfere with your ability to do this job?

"My sensitivity is as much a strength as it is a weakness. I wouldn't say this weakness, per se would negatively affect my ability to perform my job. Only in the extremest days, I'd that the hardest of days on the job might be difficult to shake, and that might result in a sleepless night or two, but that can happen to anyone in this profession. And if it didn't, well, that's another issue worth examining."

There are many candidates who might divulge too much information about themselves when prompted by questions such as these. People are generally forthcoming about telling you who they are right off the bat. Sometimes lightly admitting that you have anger management issues, but framing this in a way that presents the person you're telling this to would be the exception to this rule, will only serve by offering them the exact red flag they're looking for.

Frame your greatest weakness as an asset in its own right. Being a perfectionist can be a weakness. Similarly, this quality can be seen as a benefit. Think about self-assessments you may have done prior to previous performance reviews and see if any of those growth opportunities can be applied.

How does the work in our department fit your professional mission or experience?

"I'd say our goals are well aligned in that we both want to ensure one and all can lead safe, healthy, and productive lives through equitable, trauma-informed, and outcome-focused services while being an accountable steward of commonwealth resources."

This question commonly is used to assess your commitment to the role you are applying to. Not only are they curious about how working with them fits into your career plans, but they're also trying to determine if this is the right job for you or if it's the right job for right now.

Do your research by looking up what their mission statement and core values are prior to your interview. Align your goals with theirs. Stay true to the spirit of your core values and philosophy and passion for your work. Focus on advancing your career goals and objectives. Express how your goals align with their core values and that you would be a loyal member of the team.

How do you describe your personal boundaries?

"The work we do is nuanced and takes a high degree of sensitivity and empathy. But if you lose sight of your boundaries, and things get blurred, then you performing not only a disservice to those populations you are aiming to serve but a disservice to your career and the work you'd hope to continue to do. So, yes, a valid question. I consider myself a professional, and my boundaries are professional as well."

They're attempting to ascertain where you stand in your work/life balance and the degree to which you are able to maintain your professional boundaries in emotionally charged situations. They'll need confidence and assurances that you will be able to distance yourself from getting too involved in the personal affairs of those you'll be encountering on the job.

Exude confidence and emotional maturity. These qualities are integral to leadership. Demonstrate that you've balanced both worlds, your professional and personal life, and your ability to keep them separated. Offer an example of where this was put to the test to drive it home.

"I am a sensitive person. I don't think I'd be in this line of work if I wasn't. If you ask if the job has jaded me, or made me more of an insensitive person, I'd say no. I am professional, boundaries, and have the benefit of sensitivity to aid me in my work and in my interactions with those to who I am trying to provide aid and resources."

This question gauges how well-suited you are to the profession. Someone who is emotionally sensitive to the more challenging situations they may face might not be well suited for the position. However, a certain level of sensitivity is a valuable trait. What they are seeking is whether you have control over your emotions or if you will burn out quickly in this job.

There is a degree of sensitivity required to perform the required work in this field. However, being overly sensitive could open the door to burning out faster from the more trying aspects of the work involved, or proving vulnerable to manipulation or blurred boundaries. Additionally, being insensitive or jaded could result in doing a disservice to those who a person in this position should be aiming to help. So while meditating on how you'll answer this question, try to exhibit adaptability, flexibility, and being able to strike a balance when performing the required work. The impression you want to make is that of emotional maturity and stability.

What do you hope to accomplish here?

"I hope to make a difference any way I can. Whether the positive impact I make is incremental or grand in scale depends on the opportunities that present to me. But all in all, I would express gratitude for the opportunity, to build trust with my coworkers and those out there that I'd be working with. I learn the ropes of how you do things here and build up from there. But it is my aim to continue to do the good work, and make myself, and my superiors, proud."

How you answer this question will clue them into what your partnership with them would look like, as well as what might motivate you in this environment. They are also curious about how familiar you are with the position and how realistic your goals are.

Also, keep in mind you want to avoid exuding an air of presumption on how you'll improve their systems and processes before you've learned how they work and why they're in place. Your first 90 days are your onboarding period, where you need to earn the trust of the other members of your team. Always be mindful of should follow the 30/60/90 rule: The first month of a new hire's 90-day probation period should focus on familiarizing themselves with the team, company, products/services, clients, etc. Month two should be spent studying current processes and procedures, and identifying strengths and weaknesses. In the last month, that hire should be well-grounded in the role and capable of identifying growth opportunities. Past the 90-day mark is considered an acceptable time to implement innovation.

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

"I think those who are the most difficult to work with are those who have a deeply seeded distrust of those in our profession. They often want and need our help, but are blinded by this distrust, they make it very difficult to deliver the assistance they require. This can be very difficult when facing this situation."

What they're seeking to learn from this question is how you manage your stress when encountering challenging individuals, and your general attitude towards your work. They are also keeping an eye out for any red flags, such as derogatory remarks indicating bias or prejudice against any particular demographic. This will clue them in to your level of cultural competence, as well as how adept you are at performing the basics of your job, across all situations.

Answer with positivity and acknowledge the struggles you've witnessed or encountered on the job. Demonstrate an inherent understanding of how being destitute, underprivileged, or battling physical or mental health issues can contribute to a person's situation, and how those individuals may react to external influences on their situation. Remain objective and universally balanced while delivering your answer. This will help you come across as objective and emotionally grounded in your work.

Have you had the experience of working with people of a race or sexual orientation different from yours?

"All part of the job. Sure, people are people, but not everyone is afforded the same opportunities. It is important to recognize culture has a lot to do with your interactions with different communities. So yes, I have a wealth of experience, and working with people from different races or sexual orientations has no impact on how successful I am at my job."

What they'll be looking for is how you answer this question. They'll be keeping an eye out for any red flags, such as bias or prejudice, in any regard. A person who doesn't feel comfortable when immersed in a culturally diverse environment might have difficulty navigating this question. They might stammer, and struggle to find the right words. Whereas, a person who has experience with, and no difficulty being immersed in a culturally rich environment working with people from all walks of life, will have no trouble navigating this question with ease. This requires everyone within their department to have a high degree of cultural competence. Diversity questions are one way to determine your cultural competence.

Take time to ponder how culture impacts the work you'll be committing to perform in this work environment. When discussing diversity, focus on a general acceptance of the human experience and the sensitivities of those from underrepresented communities. Objectify the situation involved with situations regarding abuse and neglect. Communicate clearly and decisively. The last thing you want to do is come across as prejudiced, uncomfortable, or out of your element when answering this question.

What schedule will work for you?

Depending on the position you are applying for, there may be a high demand for less desirable shifts, there may be expectations for putting in overtime or weekend hours, or expected on-call coverage when experiencing staff shortages. With this question, they are gauging your overall flexibility and your expectations for what the role entails.

Best to be honest. If you have other priorities or demands on your time that aren't conducive to working lots of overtime or covering other shifts, then it is worth clarifying this now. It is better for both an employee and an employer to learn that the job isn't a good fit earlier rather than later.

How do you define success for yourself?

"I would say regardless of how incremental it may be, every inch forward towards any goal is a success. Even if that inch was simply learning something that could be used towards accomplishing a goal, it is still a success which is a greater success towards finding a way to improve constantly upon that progress, and making that next inch a mile."

The interviewer is trying to assess your work ethic, your career goals, and insights into your personality. This will help them determine what motivates you and how you'd fit into their team.

Prior to your interview, put thought into how you define success. Study the job posting and job description. Exude confidence and speak comfortably.

What is your work style?

"Everyone is different. Everyone is born different, comes from different backgrounds, and has different perspectives. My style is to approach everyone I encounter professionally, acknowledging we are all having a human experience, and that it is our humanity that unifies us. So regardless of demographic, or situation, I go in unassuming. People sense when you are open or closed. This is how to achieve success. I'd say my style is transparency, being on the level, delivering clear and concise communication, and equal direction and feedback."

They are assessing how you will fit in the team and the work environment. It will also offer insight into how adaptable you may be to their way of doing things.

Tell the interviewer about your strengths, your flexibility, and that you are easy to work with. Describe your system approach, as well as how you adapt your work style based on the situation. This is an opportunity to highlight what aspects of your work style have greatly benefited your work in the past. If there are aspects of your work-style coworkers have borrowed and adapted into their style, be sure to focus on that as well.

What are your career goals? For the next 3 years? The next 5 years? The next 10 years?

"Great question. I just revisited my five-year career goals, which I do once every year or two, depending on where I am at in my goals. In the next three years, I've set some pretty aggressive goals for myself, learning and picking up new skills and experiences while I advance my career. Once through my training in my next position, I hope to be growing within the department, being mentored and accelerated toward our mutual goals. I have some charts with me that detail my plan if you'd like me to share."

How you answer this question will offer insights into your ambition and where you want to take your career. It'll also reveal how well your future aligns with the opportunities their program would provide.

If you haven't already, put together several career plans. Start with creating one starting from your college experience. Next, determine where you currently stand on your trajectory of that plan and build another three-five-ten-year plan from there. Offer some details of this vision to the interviewer, revealing the detail of your ambitions.

Knowing what you know now, is there something you would do differently in the management of one of your fieldwork cases?

"There have been times when it proved difficult to aid those who needed assistance but refused it, or were too emotionally or mentally unfit to allow it. Those times are difficult to face when they happen. So I think the main thing I would do differently is less hard on myself that I wasn't able to help everybody universally the way I hoped to. I've learned that now, but those emotionally charged hurdles held me back a little while early on. So knowing what I know now, I suppose I'd give myself a little more self-care for those cases that affected me so. When I face those situations today, this is what I do..."

They are curious about what level of personal accountability you possess. Taking responsibility for your own actions, and possessing an ability to learn from your mistakes or missed opportunities, is what they are looking for here.

Providing examples where you dealt with disappointment is fine. How you deal with disappointment should be the point of your answer. It is one thing to have been humbled by an experience, but it is another to learn from the experience and use it as a growth opportunity. This is an opportunity to display yourself as a half-glass-full person. Use examples that reveal your ability to adapt, detailing how quickly you reacted and the logic behind your course of action. Avoid examples that reflect poorly on your performance. Describe the situation, the obstacle, and how you ultimately overcame it.

Why did you go into social work?

"I always had a strong propensity for empathy, and people picked up on it. Throughout my life, I found myself giving advice to friends, family, and even complete strangers. They trust me, and I found myself in a position where I could help. Throughout my teen years, I found myself in crisis intervention situations where I was talking people out of suicide. This led to me volunteering for the suicide prevention hotline. When it came time for me to decide what I was going to pursue in college, I realized I had an inherent talent for this kind of work, a drive to help people, and I wanted to make a difference. Of course, the work turned out to be much more complicated and challenging than I thought, but that hasn't slowed me down. I love my work. I feel as if I am answering my calling."

Your interviewer wants to know more about you, your background, and your commitment to your profession. They want to know your motives for pursuing this career and are curious if you have a passion for the work you do.

Be honest. Formulate your answer to kill two birds with one stone. Give them insights into your personality and what motivates and inspires you on a personal level, as well as how you stay motivated throughout your workday, and how you approach your work, whether the task is high-pressure or monotonous.

How is your previous experience applicable to the work we do here?

"Well, my translatable skills are my ability to be empathetic, and active listener, my skills with non-defensive communication and my propensity at identifying signs of abuse, and my adeptness at crisis intervention."

They're trying to assess how familiar you are with the how the role you are competing for functions and if you know how well your prior experience translates. In other words, they are curious whether they would have to train you from scratch, or if you truly have translatable work experience.

Do whatever research you can about the role prior to your interview. Focus on your professionalism, your unique strengths, and how your skills and experience could benefit you and their department with you in this role. Feel free to focus on soft and/or hard skill sets.

Who is your biggest inspiration?

"I would say Eleanor Roosevelt is my ultimate inspiration. Her work in social work, social justice, and how incredibly brave and resolute she was every step of the way. As strong and brave as Teddy Roosevelt, her uncle, even under the threat of life and fearsome circumstances, she let no one or no threat stand in her way of doing the good work. She is a true hero, who serves as one of my greatest inspirations."

The example you offer will provide insight into the values and principles that make up your character. By gaining this deeper understanding of your character, your interviewer will try to determine how well you'll fit in with their department.

Your life's inspiration can come from a book, a mentor, your family, a celebrity, an author - anyone! Talk to the interviewer about who has inspired your life and why, and how it has influenced you to pursue the field you have. Be relatable and try to inspire conversation. How well you get along with your interviewer will also offer insights on how well you will get along with others on your team.

What do you think of the welfare system?

"I think the principles on which it was built are noble. I also think it is polarizing politically, and effort has been made over the last century to dismantle the welfare system, which in many ways has made its operations problematic. There are a massive number of people in our country who we never encounter who benefit greatly from the system. There are also those who are troubled and benefit, and there are those who abuse the system. One cannot judge the welfare system based on any case or any demographic. It's nuanced."

This question aims to reveal whether you have a personal bias against the welfare system, and how you view those who take advantage of its benefits. They are also curious about your boundaries and how you might respond.

Steer clear of trying to commiserate with your interviewer on the more negative aspects of the job. It may be tempting to talk the talk in the ways in which you've commiserated with your peers. Be objective. Do research on the benefits or the welfare systems, the areas that work, and those that don't. Ultimately, focus on how it is intended to benefit those in underprivileged situations. These situations are rarely this or that, but more so fall into a gray area. Representatives of The Department of Social Services are often exposed to only a portion of the population of individuals on Welfare. So avoid blanket statements when answering this question.

How has your education/work experience prepared you for this position?

"I graduated with honors from Bryn Mawr Graduate School of Social Work and Social Research. Between my degree, and my volunteer work and life experience, I'd say I am well prepared for the work involved."

The interviewer wants to know how your education or previous experience has prepared you for this job. How relevant your answer is to the position will inform them of how prepared you truly are and what you have to offer.

Prepare how you'd answer these questions well in advance. Decisively delivering your answer will speak volumes about your focus and determination. Lay the foundation for your professional goals, based on your educational pursuits, and direct your answer as if the decisions you've made have led you to their doors. Showcase your accomplishments, and highlight what makes you an appealing candidate for this program, based on the thorough research you've performed.

Are you prepared to make home visits?

"If I wasn't, I'd be in the wrong line of work. If you're not ready to do the work involved in advancing your career, then it's time to pick another career."

They are trying to assess how confident you are in managing potentially volatile or dangerous situations. They are also attempting to gauge how emotionally balanced you are while entering potentially emotionally charged situations as well.

Convey that you're ready for anything the job throws your way. You want to come across as prepared for the work to come. The aim here is not only to relay your relevant experience to the position you are competing for but also to exhibit your ability to remain cool and collected under pressure. Exhibiting a clear comprehension of what the job environment looks like while displaying a clear handle on governing your stress levels with emotional maturity is the goal here.

Do you believe in short term or long-term treatment?

"I believe in both, and that there's a case for either, depending on the circumstances, the family's engagement in the case involved, and how things unfold. In my opinion, it is a mistake to lean too heavily on one or the other."

This will help your interviewer gauge how adept you are at the nuances of the job. Anyone who veers to one extreme or another would serve to raise a red flag. However, a candidate that is able to navigate the subtleties of this question is what they are hoping to find.

Acknowledge the appropriate case for either scenario. Exhibit a deathful understanding of the nuances of the job. If you have them, share work-related examples of when you put this distinction into practice.

What are the signs of abuse?

"That depends on the type of abuse. Are you asking what the signs are for physical abuse, sexual abuse, mental mistreatment or emotional abuse, exploitation, neglect, self-neglect, or abandonment? If you have the time, I'll tell you all the signs for each category...."

Your interviewer is curious about how well versed you are in what the signs are, and how to identify them. They may also be trying to determine how capable you are of promptly responding to situations where you've identified signs of abuse.

Start by acknowledging the different classifications of abuse; Physical abuse, sexual abuse, mental mistreatment or emotional abuse, exploitation, neglect, self-neglect, and abandonment. Then break down the varied signs of each classification of abuse. Be prepared to detail situations where you've identified the signs of abuse in the field, and how you responded to those situations.

What questions do you have for me?

"I have the experience needed to perform the job, and am familiar with what the role looks like, but every department is different. So, based on the department's rules, regulations, and systems and processes, what does a day in the job with your department look like in this position?"

This question will help them not only assess your genuine active interest in working for them but also clue them into whether you are the type of person to ask questions when training for a new job. The more questions you ask, the more enhanced your communications skills will seem, and the more likely you are to be self-guided and successful at your job.

You are interviewing the company as much as they are interviewing you. They've provided opportunities for you to share your accomplishments and advertise your merits. This is your opportunity to allow them to propose their pitch and advertise their merits and what they offer, allowing them the opportunity to convince you this is a great opportunity.

Is there anything you would like to say to close the interview?

"Thanks for that. Earlier you asked me a question, and I wanted to take a minute to add something to my answer I neglected to earlier..."

This serves as a great wrap-up question that grants you the opportunity to express anything you would like to share that you feel may increase your chances of landing the job. It serves as a way for both parties to avoid any missed opportunities, where you wish there was something you had brought up while answering another question, or if you were waiting for the opportunity to share something you didn't get a chance to. The ultimate test is to see if you take advantage of an opportunity when presented.

Spend time before the interview thinking of something about yourself that is a unique selling point that makes you the perfect fit for this job. Try to tailor your answer to this question in such a way that you will be able to reserve this information for the end of the interview, so you don't draw a blank should this question come up. This is your opportunity to try to close the deal. It's always a good idea to have a card up your sleeve that you can pull out at the end.

Are you a leader or a follower?

"Although I have never held a leadership position, I have no issue with taking command, being decisive, exhibiting quick decision making when required, and taking on a leadership role when deemed necessary. I consider that a pre-requisite for this line of work."

How a person navigates the terrain of working with the Department of Social Services can reveal a lot. A reluctance to take the responsibilities of a leader when the job demands can result in indecision and task paralysis. Your ability or reluctance to lead, depending on the role performed, can create a liability for the department, and do a disservice to those in need.

Prior to your interview, put some thought into the qualities great leaders possess. You don't have to have management experience to exhibit leadership skills. Break down what leading a team means to you. Exhibiting the qualities of a leader goes a long way towards affirming your value to their department. A person who prioritizes their own goals above others can undermine their own efforts towards success. Driving positive change towards the big picture of greater success is an investment in one's own development. Your possession and scope of the big picture versus a more narrow short-term view are what the interviewer is truly trying to assess.

Tell me about a time when you had to juggle your regular responsibilities and deal with a sudden priority?

"All the time. If everyone in every job never had to deal with things that break the routine and needed to be addressed immediately, it would be a very strange world indeed. Most recently, I was out in the field..."

Employers ask this interview question to evaluate your time management skills and assess your ability to distinguish between urgent and important tasks. Your answer to this question allows the interviewer to get an idea of how you'd manage and complete your work assignments should they hire you for the job.

Highlighting your time management skills, organizational skills, and your ability to maintain a healthy work-life balance can show employers that you are capable of performing efficiently while taking on multiple responsibilities. Explain how you re-prioritize your workload as needed. For instance, you could explain to the interviewer how you'd handle inheriting tasks amid other projects. Describe how mindful you are of urgency as you prioritize items in your workload.

"Of course, it depends on the situation. Examining the work at hand, I'll compile all the information I have to start with. From there, I'll determine what information I'm lacking, organize that information in a cohesive manner, creating flow and transitions based on the priorities at hand. Then, examining the time I have to manage, the urgency and priority of need, what makes the most sense as far as preventing rework, and what work can be built off of as a foundation for the work at hand, I'll create a strategy on how to approach the work."

Prioritizing tasks based on the big picture instead of short-term goals, their level of importance, and their urgency is a skill. This question is about your organizational and time management skills. Accuracy is a critical part of the daily activities of any job. How well you produce error-free, high-quality work within given timeframes will be evaluated based on your attention to detail, adaptability, and flexibility.

Emphasize your understanding of the distinction between quality and quantity and explain why striking a balance is important. Attention to detail is only valuable when quality doesn't sacrifice meeting deadlines and accomplishing the goals set forth. There's a standard to uphold. Explain that you value both and describe how you balance the two in your work.

What strategies do you use for crisis intervention?

"Assess the situation for safety and suicidality, and provide a brief biopsychosocial assessment. Continue to develop rapport by being empathetic and warm. Identify any problems, what lead to the crisis, and what other problems concern them at that moment. Address their feeling and allow the individual to vent while validating and actively listening. Identify ways with which they'll cope with situations and how they have coped with difficulties in the past. Create an action plan with the individual, allowing them time to come to terms with their crisis and attempt to resolve it with them. Follow up with them in whatever method the situation demands, be it over the phone, via zoom, or in-office counseling."

Your interviewer uses this question to gauge your empathy, your conflict resolution skills, and what practices for crisis intervention you most rely on. They are also curious about how well your strategies align with theirs to determine your fit for their department.

Perform your research in advance, even if you're familiar with the proper strategies for crisis intervention. Describe your experience with crisis intervention, utilizing the 7 steps of crisis intervention where applicable in your experience.

What do you do to keep track of a lot of information at once?

"I create a daily task list for myself. Anything that carries over I'll add to my next day's list at the end of each workday while everything is fresh and still in my mind. Anytime something needs to be added, or notes need to be taken, I'll add it on in the end, and at my earliest opportunity, I'll determine how it should be prioritized among the other items on my list. You got to adapt to ever-shifting priorities, and never let that frustrate or daunt you. Gotta keep moving. So, once something is done, or at least when each stage of something is done, I'll mark that off as well. It also doubles as an effective way of measuring my success and progress in my self-growth. This way, any time I perform a self-evaluation of my performance, I can better identify my developmental progress and ask for help when I feel like I should be farther along. Sharing this with my superiors really helps them help me along."

They are curious about what systems or processes you have in place for tracking, memorizing, or taking notes. They are also curious about your ability to multitask and will attempt to gauge your attention to detail with this question.

Emphasize your resourcefulness, flexibility, and adaptability in an ever-changing, demanding environment. Then, explain your techniques to stay organized under such high-pressure conditions. Take pride in the systems you've developed for yourself, placing emphasis on your faith in your abilities. Talk about the tools and resources you used to track and plan your work and your tricks to staying organized on the job. Exhibit strong time management skills.

What would you do if a client acted aggressively toward a suggestion you made?

"First and foremost, I'd maintain focus on safety, would actively listen, maintain my calm and non-defensive posturing. I'd break apart the situation and clarify what part of my suggestion triggered their aggression, and do my best to clarify objectively my intentions and motives, reminding them I am here to help any way I can."

Your interviewer uses this question to test your communication skills and your methods for negotiation and mediation. They are curious about what you communicated that resulted in a negative reaction, and what skill you exercised to diffuse the situation.

Avoid assigning blame. Objectify the situation, exhibiting an emotionally mature perspective, and how you navigated this terrain, ultimately leading to a successful resolution.

Department of Social Services Interview Questions

Go Back

1. What has been your experience with agency paperwork and how do you feel about it?
2. What do you judge to be your major successes or accomplishments in your fieldwork?
3. How would your weaknesses interfere with your ability to do this job?
4. How does the work in our department fit your professional mission or experience?
5. How do you describe your personal boundaries?
6. Are you sensitive?
7. What do you hope to accomplish here?
8. What kinds of clients do you find the most difficult to work with and why?
9. Have you had the experience of working with people of a race or sexual orientation different from yours?
10. What schedule will work for you?
11. How do you define success for yourself?
12. What is your work style?
13. What are your career goals? For the next 3 years? The next 5 years? The next 10 years?
14. Knowing what you know now, is there something you would do differently in the management of one of your fieldwork cases?
15. Why did you go into social work?
16. How is your previous experience applicable to the work we do here?
17. Who is your biggest inspiration?
18. What do you think of the welfare system?
19. How has your education/work experience prepared you for this position?
20. Are you prepared to make home visits?
21. Do you believe in short term or long-term treatment?
22. What are the signs of abuse?
23. What questions do you have for me?
24. Is there anything you would like to say to close the interview?
25. Are you a leader or a follower?
26. Tell me about a time when you had to juggle your regular responsibilities and deal with a sudden priority?
27. How do you plan?
28. What strategies do you use for crisis intervention?
29. What do you do to keep track of a lot of information at once?
30. What would you do if a client acted aggressively toward a suggestion you made?

Department of Social Services Interview Questions

1. What has been your experience with agency paperwork and how do you feel about it?

2. What do you judge to be your major successes or accomplishments in your fieldwork?

3. How would your weaknesses interfere with your ability to do this job?

4. How does the work in our department fit your professional mission or experience?

5. How do you describe your personal boundaries?

6. Are you sensitive?

7. What do you hope to accomplish here?

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

9. Have you had the experience of working with people of a race or sexual orientation different from yours?

10. What schedule will work for you?

11. How do you define success for yourself?

12. What is your work style?

13. What are your career goals? For the next 3 years? The next 5 years? The next 10 years?

14. Knowing what you know now, is there something you would do differently in the management of one of your fieldwork cases?

15. Why did you go into social work?

16. How is your previous experience applicable to the work we do here?

17. Who is your biggest inspiration?

18. What do you think of the welfare system?

19. How has your education/work experience prepared you for this position?

20. Are you prepared to make home visits?

21. Do you believe in short term or long-term treatment?

22. What are the signs of abuse?

23. What questions do you have for me?

24. Is there anything you would like to say to close the interview?

25. Are you a leader or a follower?

26. Tell me about a time when you had to juggle your regular responsibilities and deal with a sudden priority?

27. How do you plan?

28. What strategies do you use for crisis intervention?

29. What do you do to keep track of a lot of information at once?

30. What would you do if a client acted aggressively toward a suggestion you made?