The role of an Assistant Nursery Manager is vital in ensuring that childcare centres operate smoothly, children thrive in safe and stimulating environments, and staff are supported to deliver high-quality care. The position combines leadership, administration, and hands-on childcare responsibilities. As an Assistant Nursery Manager, you will oversee daily operations, support staff development, liaise with parents, and ensure compliance with Ofsted standards. In the UK, salaries for this role typically range between £23,000 and £32,000 per year, depending on location, qualifications, and experience.
Preparing for an interview for this role requires a clear understanding of both managerial and childcare responsibilities. Below, we explore 25 key interview questions and answers, including sample opening questions, competency questions with the STAR model, and tips for ending questions effectively. We also provide general advice on job interview preparation and the do’s and don’ts of interviewing.
Sample Opening Questions and Answers
1. Tell me about yourself.
This classic opener is your chance to shine. Focus on your professional experience in childcare, leadership roles, and your passion for early years education.
Answer: “I have over five years of experience working in nurseries, including two years as a team leader. I enjoy mentoring staff and creating a positive learning environment for children. I hold a Level 5 Early Years Management qualification and am passionate about supporting both children and staff to reach their full potential.”
2. Why do you want to work as an Assistant Nursery Manager?
Focus on your motivation and alignment with the nursery’s values.
Answer: “I am passionate about delivering high-quality childcare and supporting staff development. I thrive in environments where I can contribute to both operational excellence and nurturing children’s growth.”
3. What are your key strengths?
Highlight skills that are relevant to management, administration, and childcare.
Answer: “My strengths include strong communication, organisational skills, and the ability to motivate teams. I am also adept at handling challenging situations with patience and professionalism.”
4. Can you describe your leadership style?
The interviewer wants to understand how you manage people.
Answer: “I lead with a collaborative approach. I encourage open communication and empower my team to take initiative while providing guidance and support where needed.”
5. What attracted you to our nursery?
Research the nursery beforehand and focus on values, culture, or reputation.
Answer: “I was impressed by your commitment to inclusive education and creative learning. Your emphasis on staff development aligns with my personal approach to leadership.”
Competency Questions and Answers Using the STAR Model
Competency questions assess past behaviours as predictors of future performance. Use the STAR model (Situation, Task, Action, Result) to structure your answers.
6. Describe a time you resolved a conflict between staff members.
Answer: “In my previous role, two team members disagreed over planning activities (Situation). I needed to mediate without affecting morale (Task). I held a private meeting, listened to both perspectives, and suggested a compromise that incorporated both ideas (Action). The result was improved collaboration and a more cohesive team (Result).”
7. Tell me about a time you implemented a new policy or procedure.
Answer: “When our nursery introduced a new safeguarding procedure (Situation), I was responsible for ensuring staff compliance (Task). I organised training sessions, created a simple guide, and monitored adherence (Action). This resulted in 100% staff compliance and improved confidence in safeguarding practices (Result).”
8. Give an example of how you motivate your team.
Answer: “Our team was struggling with low morale after a staffing change (Situation). I introduced weekly team briefings, recognised individual achievements, and encouraged open communication (Task & Action). The result was higher engagement and positive feedback from both staff and parents (Result).”
9. Describe a challenging situation with a parent and how you handled it.
Answer: “A parent was concerned about their child’s progress (Situation). I listened empathetically, provided clear updates, and developed a personalised learning plan (Action). The parent felt reassured, and the child made noticeable improvements over the following months (Result).”
10. Can you give an example of successfully managing a budget?
Answer: “I was responsible for reviewing our nursery’s supply budget (Situation). I analysed spending patterns and negotiated with suppliers (Action). This resulted in a 10% cost reduction while maintaining quality resources (Result).”
Operational and Knowledge-Based Questions
11. How do you ensure compliance with Ofsted standards?
Demonstrate familiarity with regulatory requirements.
Answer: “I maintain detailed records, conduct regular staff training, and carry out internal audits to ensure we meet all Ofsted standards. Regular reviews and continuous improvement are key.”
12. How do you manage staff rotas effectively?
Answer: “I plan schedules in advance, consider staff preferences, and ensure adequate cover. I also use software tools to monitor staffing needs and address gaps proactively.”
13. How do you monitor children’s development?
Answer: “I track progress through observations, learning journals, and regular assessments. I also liaise with parents to ensure a holistic understanding of each child’s needs.”
14. How do you handle safeguarding concerns?
Answer: “I follow strict safeguarding protocols, report concerns immediately, and document all actions. I ensure staff are trained and confident in recognising signs of abuse or neglect.”
15. How do you promote inclusivity in the nursery?
Answer: “I encourage diversity in learning materials, celebrate cultural events, and train staff to respect and accommodate all children’s backgrounds and abilities.”
Scenario-Based Questions
16. What would you do if a staff member is consistently late?
Answer: “I would speak privately with the individual, understand any underlying issues, and agree on an improvement plan. Consistency and support are key, but repeated issues would follow formal HR procedures.”
17. How would you manage an upset or anxious child?
Answer: “I would approach calmly, provide reassurance, and offer a comforting activity. I also communicate with parents to understand triggers and adapt the environment to support the child.”
18. How do you handle multiple priorities under pressure?
Answer: “I prioritise tasks based on urgency and impact, delegate appropriately, and maintain open communication with staff to ensure smooth operations.”
19. Describe a time you improved a process at work.
Answer: “Our daily handover process was inconsistent (Situation). I implemented a structured handover template and staff training (Action). This led to improved communication and fewer missed tasks (Result).”
20. How would you deal with a child showing challenging behaviour?
Answer: “I would observe and document the behaviour, discuss strategies with staff and parents, and implement consistent positive reinforcement and structured interventions.”
Ending Questions and Answers
21. Where do you see yourself in five years?
Answer: “I aim to progress into a Nursery Manager role, further developing my leadership skills while continuing to ensure excellent care and staff support.”
22. Do you have any questions for us?
Always prepare thoughtful questions: “Can you describe your approach to staff development?” or “How does the nursery support continuous improvement in early years practice?”
23. How do you handle feedback?
Answer: “I view feedback as an opportunity for growth. I listen carefully, reflect, and take actionable steps to improve.”
24. Why should we hire you?
Answer: “I bring a blend of childcare experience, leadership skills, and passion for staff and child development. My commitment to excellence aligns with your nursery’s values.”
25. What are your salary expectations?
Answer: “Based on my experience and the responsibilities of this role, I expect a salary in the range of £25,000 to £30,000, but I am open to discussion based on the overall package and opportunities for growth.”
General Interview Coaching Tips for Assistant Nursery Manager Candidates
Always research the nursery beforehand and align your answers with their values and ethos.
Use the STAR model to answer competency questions clearly.
Demonstrate both leadership and hands-on childcare skills.
Maintain a positive, professional demeanor throughout.
Prepare questions to ask at the end; it shows engagement and initiative.
Do not speak negatively about previous employers.
Dress professionally, arrive on time, and bring necessary documentation.
For additional support, consider interview training or working with a professional interview coach. Interview coaching online sessions can provide personalised guidance, mock interviews, and actionable feedback to ensure you feel confident and prepared. Investing time in job interview preparation can dramatically improve your chances of success.
Remember, interviews are not just about answering questions—they’re about showcasing your passion, professionalism, and suitability for the role. With the right preparation and mindset, you can make a lasting impression. Book a session with an interview coach today to polish your technique and boost your confidence.
