Welcome. I’m Jerry Frempong, a UK-based career coaching professional with over 25 years’ experience helping candidates succeed in NHS and public sector interviews. In this blog post we’ll explore the brief history of Lewisham & Greenwich NHS Trust, followed by 30 interview questions and answers tailored to differing job roles at the Trust: administrative, clinical support, nursing, allied health professional, and management roles. We’ll focus on the job descriptions and salary bands too, then end with general interview coaching, encouragement and tips – including simple opening questions, competency questions using the STAR model, ending questions, and do’s & don’ts. Read on, stay optimistic, and I trust this will help you feel empowered for your interview.

Brief History of Lewisham & Greenwich NHS Trust

The Lewisham & Greenwich NHS Trust was formed on 1 October 2013, when the former Lewisham Healthcare NHS Trust merged with parts of the dissolved South London Healthcare NHS Trust, including Queen Elizabeth Hospital, Woolwich. Wikipedia+1 It remains one of the major acute hospital providers in south-east London, operating both University Hospital Lewisham (formerly Lewisham Hospital) and Queen Elizabeth Hospital, Woolwich, offering emergency, acute medicine, maternity, children’s, and community services. Wikipedia+1
Over the years the Trust has grown, adapted to increasing demands, rural/urban health challenges, and undergone pay and staffing negotiations (for example a significant pay rise for healthcare support workers was secured in December 2024). UNISON Greater London
Working at the Trust means joining a dynamic healthcare environment with a large and diverse workforce, a commitment to patient care, innovation and community impact.
Knowing this background helps you align your interview responses to the Trust’s values, mission, and context.

Role 1: Administrative Assistant (Band 3/4)

Importance of the role: This role supports the smooth running of departments – handling reception, scheduling, data entry, correspondence, and helping clinicians and patients. For the Trust to operate efficiently, every administrative assistant is a vital link in the chain.
Job description & salary: At the Trust an Administrator/Team Administrator salary is around £25,500 per annum for typical Band 3/4 roles. Indeed+1
Interview Questions & Answers:

Opening questions

1. Tell us about yourself and why you’re interested in working as an Administrative Assistant at Lewisham & Greenwich NHS Trust.
   Answer: I’ve spent three years in a busy NHS outpatient department handling patient bookings, data input and correspondence. I am drawn to the Trust because of its reputation for high-quality patient care and its commitment to staff development. I believe my organisational skills, friendly manner, and ability to work under pressure align well with the demands of this role and the Trust’s values.

2. What do you understand about the role of an Administrative Assistant here?
   Answer: I understand the role involves managing reception duties, scheduling appointments, liaising with clinical staff and patients, maintaining accurate records in the Trust’s systems, handling correspondence and enquiries, and supporting the department to deliver efficient services. It’s about being reliable, organised, patient-facing and an effective team member.

Competency questions (STAR model)
3. Can you tell us about a time when you managed a high volume of administrative work under time pressure?
Answer using STAR:

• Situation: In my previous role there was a sudden influx of referrals when a service was restructured.

• Task: I needed to process 120 new referrals, update patient records, schedule appointments and ensure no patient waited more than two weeks.

• Action: I prioritised tasks by urgency, used the Trust’s booking system efficiently, communicated with clinicians to flag urgent cases, and worked later with the team to clear the backlog.

• Result: We processed all referrals within the two-week target, decreased waiting times by 15 %, and received positive feedback from clinicians about improved workflow.
  This shows I can work under pressure while maintaining accuracy and good communication.

4. Describe a situation when you had to deal with a difficult customer or patient enquiry.
   Answer using STAR:

   • Situation: A patient called irate because their appointment was rescheduled twice.

   • Task: I needed to calm them, explain the situation, and re-book the appointment swiftly.

   • Action: I listened empathetically to their concerns, apologised on behalf of the department, checked the system for earliest available slots, offered two options, confirmed one with them immediately, and sent an updated confirmation via email. I also informed the clinician team of the reschedule and flagged to minimise further disruption.

   • Result: The patient accepted the new slot and later complimented the team for the swift resolution. The department implemented a follow-up check to avoid similar rescheduling issues.
     This demonstrates good interpersonal skills, calm under pressure and proactive problem-solving.

Ending questions
5. What strengths will you bring to this role?
Answer: I bring a strong attention to detail, excellent organisational skills, a calm and friendly demeanour when interacting with patients and colleagues, and a willingness to learn NHS systems and improve processes. I’m reliable, adaptable and driven by contributing to patient care indirectly through efficient admin support.
6. Do you have any questions for us?
Answer: Yes – could you tell me how the administrative team is structured here, what training is available for new systems, and how performance is supported and reviewed at the Trust?
Asking thoughtful questions shows genuine interest and engagement.

Role 2: Healthcare Assistant (Band 3)

Importance of the role: The Healthcare Assistant (HCA) role is essential in providing compassionate patient care, assisting nursing staff, monitoring patients and enabling safe, effective clinical operations. HCAs are at the frontline of patient experience and outcomes.
Job description & salary: At the Trust typical HCA roles are offered at about £24,937-£26,598 per annum for Band 3 posts. Indeed+1
Interview Questions & Answers:

Opening questions

1. Why do you want to become a Healthcare Assistant with Lewisham & Greenwich NHS Trust?
   Answer: I want to work in a caring, dynamic acute hospital environment and support patients during vulnerable times. The Trust’s reputation for high-quality care appeals to me. I believe my previous experience in a care home environment gave me strong basic care skills, compassion and the ability to work in a team, and I am excited to apply these in an NHS hospital setting.

2. What do you think are the key duties of a Healthcare Assistant?
   Answer: Key duties include assisting patients with personal care (washing, dressing), supporting mobility, observing and reporting changes in patient condition, helping nurses with tasks, ensuring patient comfort and dignity, maintaining safety standards, and communicating effectively with patients, families and the wider multidisciplinary team.

Competency questions (STAR model)
3. Tell us about a time when you responded to a patient’s unexpected need.
Answer using STAR:

• Situation: During a busy shift, a patient unexpectedly became very anxious and refused medication.

• Task: I needed to calm the patient, ensure their safety, inform the nurse, and support the patient until the situation resolved.

• Action: I approached the patient calmly, introduced myself, explained what was happening, listened to their concerns, offered reassurance, sat with them until the nurse arrived, communicated the patient’s anxieties accurately, and helped the nurse to adjust the approach.

• Result: The patient accepted the medication and thanked me for taking time to listen. The nurse noted that my calm intervention helped avoid escalation and maintained ward routine.
  This illustrates empathy, communication, patient safety focus and teamwork.

4. Describe how you have used observation and reporting to help a clinical team.
   Answer using STAR:

   • Situation: On a ward I noticed a patient’s fluid intake was below expected level for two shifts.

   • Task: I needed to monitor, record accurately, inform the nurse and support hydration efforts.

   • Action: I documented the intake precisely on the fluid chart, alerted the nurse, suggested offering the patient a drink every hour, explained the importance to the patient, and followed up.

   • Result: The nurse adjusted the care plan, fluid intake improved, and the patient avoided dehydration. The ward lead commended proactive monitoring.
     This demonstrates observational skills, accurate reporting and contributing to patient outcomes.

Ending questions
5. What do you do to maintain your own wellbeing while working in a busy ward environment?
Answer: I make a point of proper handovers, communicating clearly with the team about workload, taking short breaks when possible, talking to colleagues about challenging moments, and reflecting at end of shift about what went well and what could be improved. This ensures I stay resilient and attentive.
6. Do you have any questions for us?
Answer: Yes – I would like to know what induction and mentorship are provided for new HCAs at the Trust, and how staff are supported in moving to higher bands or training opportunities?
This shows you’re thinking ahead and committed to development.

Role 3: Registered Nurse (Band 5)

Importance of the role: Registered Nurses are core to clinical delivery in the NHS: assessing patient needs, administering medications, coordinating care, supporting patient recovery and working closely with multidisciplinary teams. The Trust relies on effective nursing staff for patient safety, quality outcomes and service delivery.
Job description & salary: At Lewisham & Greenwich NHS Trust a Registered Nurse salary is around £34,000 per annum for typical Band 5 posts. Indeed+1
Interview Questions & Answers:

Opening questions

1. Tell us about your nursing background and why you want to work here at Lewisham & Greenwich NHS Trust.
   Answer: I have been a newly qualified nurse for two years, working across medical and surgical wards. I am eager to bring my skills to the Trust because of its reputation, strong training culture, and the mix of acute and community services that will broaden my experience. I am motivated to contribute to high-quality patient care and continue my professional development.

2. How do you interpret the core values and behaviours expected of a nurse at this Trust?
   Answer: I understand that being a nurse here means showing compassion, teamwork, integrity, accountability and continuous learning. It means putting the patient at the heart of everything, treating people with dignity, collaborating with colleagues, reflecting on practice and always striving for improvement. I aim to live those values in my day-to-day work.

Competency questions (STAR model)
3. Describe a time when you identified a clinical risk and acted to prevent potential harm.
Answer using STAR:

• Situation: A patient’s early warning scores were rising steadily overnight.

• Task: I needed to recognise the risk, escalate appropriately and ensure timely intervention.

• Action: I monitored vital signs every hour, noted increasing respiratory rate and blood pressure, informed the resident doctor and rapid response team, documented my observations, supported the patient with oxygen and positioning and updated the regular nurse.

• Result: The patient’s condition stabilised after escalation, avoiding deterioration to ICU level. The ward manager praised proactive action.
  This shows clinical vigilance, responsibility and teamwork.

4. Can you tell us of a time where you worked collaboratively with a multidisciplinary team to improve patient care?
   Answer using STAR:

   • Situation: A patient with complex discharge needs was delaying bed-availability.

   • Task: I had to coordinate with physio, OT, social work and the ward team to streamline the discharge.

   • Action: I convened a MDT discussion, clarified each stakeholder’s role, maintained clear documentation and ensured the patient and family received timely communication. I arranged priority physio assessments, liaised with social services, and tracked progress daily.

   • Result: The discharge happened two days earlier than predicted, freeing the bed, and the patient was safely at home with follow-up in place. The ward received positive feedback from the community team.
     This demonstrates leadership, coordination and patient-centred focus.

Ending questions
5. What are your professional development goals for the next two years?
Answer: I aim to complete a specialty course in acute care nursing, become a mentor for newly qualified nurses and develop leadership skills to progress to Band 6. I’m keen to engage with quality improvement projects at the Trust and contribute to service enhancements.
6. Do you have any questions for us?
Answer: Yes – I’d like to know what career progression pathways are available within the Trust and how the appraisal process supports development and specialty training?
Demonstrates ambition and alignment with continuous learning.

Role 4: Physiotherapist (Band 6)

Importance of the role: Allied Health Professionals like physiotherapists play a key role in patient recovery, rehabilitation, mobility improvement and discharge planning. At the Trust, the physiotherapist role supports patients across acute and community settings, enabling improved outcomes and efficient service flow.
Job description & salary: The average physiotherapist salary at the Trust is around £44,700 per annum for a Band 6 role. Indeed+1
Interview Questions & Answers:

Opening questions

1. Why are you interested in the Physiotherapist position at Lewisham & Greenwich NHS Trust?
   Answer: I have worked as a physiotherapist in a busy London acute hospital focusing on post-operative rehabilitation. I am excited by the Trust’s combined acute and community model, which offers diversity of cases and a chance to contribute to early mobilisation, discharge and community rehab. I feel my skills and proactive approach fit well with the Trust’s vision.

2. What do you believe are the key contributions a physiotherapist makes in this setting?
   Answer: Key contributions include assessing patient mobility and function, designing rehabilitation programmes, working collaboratively with MDT, educating patients and carers, supporting safe discharge, and collecting outcome data to ensure service quality and continuous improvement.

Competency questions (STAR model)
3. Share a scenario where you changed a rehabilitation plan to better meet a patient’s needs.
Answer using STAR:

• Situation: A post-hip replacement patient was not progressing as expected due to anxiety.

• Task: I needed to reassess and modify the plan to improve engagement.

• Action: I conducted a motivational interview, identified their fear of falling, introduced graded walking indoors first, involved the occupational therapist, set small achievable goals, and scheduled daily short sessions.

• Result: The patient’s mobility improved faster than expected, they were independently walking with a frame by day 7, and their confidence increased. The service received positive feedback for patient-centred rehab.
  This demonstrates adaptability, patient engagement and cross-discipline working.

4. Tell us about how you have contributed to service improvement or audit in a physiotherapy team.
   Answer using STAR:

   • Situation: The ward noted delays in physiotherapy referral from surgery.

   • Task: I volunteered to review the referral process and propose improvements.

   • Action: I collected referral data, mapped the delay points, proposed direct referral from surgery to physio, created a simple referral form, trained ward staff on it, and measured the impact over six weeks.

   • Result: The average referral-to-physio time dropped from 36 hours to 18 hours, earlier mobilisation improved, and the ward manager requested roll-out across other wards.
     This shows initiative, data-driven improvement and leadership qualities.

Ending questions
5. How do you keep up to date with best practice in physiotherapy?
Answer: I attend professional development courses, subscribe to specialist journals, participate in internal audits and peer review sessions, and regularly reflect on my own practice to ensure evidence-based care.
6. Do you have any questions for us?
Answer: Yes – could you tell me how the physiotherapy team at the Trust is structured, and what opportunities there are for involvement in research, audit or service development?
This shows genuine interest in the role and the wider service.

Role 5: Service Manager (Band 7/8a)

Importance of the role: Service Managers ensure departments run efficiently, meet targets, manage budgets, lead staff, drive improvements and align services with organisational strategy. At the Trust, this role contributes to patient experience, operational performance and staff engagement.
Job description & salary: For the Trust, a Service Manager’s salary is around £51,879 per annum (Band 7) according to local data. Indeed+1
Interview Questions & Answers:

Opening questions

1. Tell us about your leadership and managerial background and why you are keen to join Lewisham & Greenwich NHS Trust in this Service Manager role.
   Answer: I have seven years’ experience managing acute hospital services, leading teams of 30+ staff, overseeing performance, budgets and improvement programmes. I’m drawn to this role because the Trust’s size, complexity and community settings offer an opportunity to make a meaningful impact. I believe my strategic thinking, communication skills and track record of delivering results fit this challenge.

2. What do you consider to be the most essential skills for a Service Manager in an NHS Trust?
   Answer: Essential skills include strong leadership, financial and performance management, ability to engage and motivate staff, change management, stakeholder communication, data-driven decision-making, and an unwavering focus on patient safety and quality of care.

Competency questions (STAR model)
3. Give an example of when you led a change initiative to improve service delivery.
Answer using STAR:

• Situation: The department I managed was missing its discharge-target on weekends, creating bed pressures.

• Task: I needed to develop a weekend discharge initiative to improve performance.

• Action: I gathered data, consulted the MDT, introduced dedicated weekend discharge coordinators, streamlined processes, held staff briefings, monitored metrics weekly and provided feedback to the team.

• Result: Weekend discharges increased by 25 % in three months, bed occupancy improved, patient flow improved and staff engagement rose. The model was rolled out Trust-wide.
  This demonstrates change leadership, stakeholder engagement and measurable results.

4. Describe a time when you had to manage a budget challenge and how you dealt with it.
   Answer using STAR:

   • Situation: A sudden cut in funding meant the service had to reduce its running budget by 10 % mid-year.

   • Task: I had to identify savings, maintain quality and minimise staff impact.

   • Action: I reviewed expenditure line by line, renegotiated supplier contracts, introduced lean process improvements, engaged staff in cost-saving ideas, tracked savings monthly and reported to senior leadership.

   • Result: We achieved the 10 % saving without compromising frontline staffing, improved efficiency by 8 %, and the service was applauded for responsible stewardship.
     This shows financial acumen, leadership, and delivering results under pressure.

Ending questions
5. What do you hope to achieve in your first 12 months in this role?
Answer: I aim to quickly understand the service’s current state, build strong relationships with key stakeholders, identify top three improvement areas, deliver a robust improvement plan, and embed a performance-culture that supports staff engagement and patient outcomes.
6. Do you have any questions for us?
Answer: Yes – I would like to know how the Trust defines success for this role over the next year, and what support (training, resources) is available for the Service Manager to fulfil these goals?
Such questions show strategic thinking and alignment with the role’s demands.

General Interview Coaching, Encouragement and Tips

You’ve prepared this far and that shows real commitment. Let me share some final coaching to help you feel confident, composed and ready.

Do’s:

• Do your homework: research Lewisham & Greenwich NHS Trust’s mission, values, recent initiatives and challenges.

• Do reflect on your experiences and map them to the role – use the STAR model (Situation, Task, Action, Result) for competency answers.

• Do practice your opening and closing responses aloud; record yourself if helpful.

• Do ask thoughtful questions at the end – this signals interest and initiative.

• Do smile, maintain good eye contact, use positive body language, dress professionally, arrive early, and bring a copy of your CV and notes.

• Do show enthusiasm for the role and the Trust, and demonstrate how you will add value.

• Do follow up after the interview with a thank-you note if appropriate.

• Do reflect on feedback, whether you succeed or not, and grow from the experience.

Don’ts:

• Don’t arrive unprepared or show ignorance of the Trust or the role.

• Don’t speak negatively about previous employers or colleagues.

• Don’t ramble – keep your answers structured, concise and focused.

• Don’t ignore the question asked – if you need clarification, ask.

• Don’t deliver vague answers – give concrete examples.

• Don’t forget to link your skills to patient-care, team working and the Trust’s context.

• Don’t appear rigid – show you’re adaptable, willing to learn and improve.

• Don’t forget the closing – leave a positive final impression.

Encouragement:
You’ve chosen to aim for a role with a great employer – the Lewisham & Greenwich NHS Trust – and that says a lot about your ambition and commitment to patient-centred care. Use this preparation to go in with calm assurance. Remind yourself that you bring unique strengths and experiences that the panel wants to see. Focus on serving patients, supporting colleagues and helping the Trust succeed. Be authentic, clear, articulate, and show how you can make a difference. Believe in yourself – you’ve got this.

If you’d like professional one-to-one interview coaching to further refine your responses, practice mock interviews and boost your confidence, feel free to book an interview coaching appointment with me. I look forward to helping you achieve success at Lewisham & Greenwich NHS Trust and beyond.

Thank you for reading. Best of luck with your interview – I’m cheering you on!