Founded originally as a dispensary in a small house on St Mary’s Gate in Chesterfield in 1854, the institution that became the Chesterfield Royal Hospital NHS Foundation Trust (CRHFT) has evolved significantly over 170 years. Chesterfield Royal Hospital+3Wikipedia+3Envertiz Clients+3 In 1860 the new facility opened on the Durrant Hall site, and in 1918 it officially adopted the name Chesterfield Royal Hospital, with a nurses’ home added in 1919. Wikipedia+1 The hospital joined the NHS in 1948, reflecting the national shift in healthcare. Wikipedia+1
In April 1984 a modern hospital building in Calow near Chesterfield welcomed patients, and the facility was formally opened in 1985 by Her Majesty the Queen. Wikipedia+1 In January 2005 the organisation gained NHS Foundation Trust status and adopted the current name Chesterfield Royal Hospital NHS Foundation Trust. Wikipedia+1
Today CRHFT provides acute and community services for over 400,000 people across Derbyshire. It employs more than 5,000 colleagues and operates roughly 500 inpatient beds (excluding maternity). Chesterfield Royal Hospital+1 Its mission is clear: “to provide exceptional patient care, delivered by our exceptional people.” Chesterfield Royal Hospital
This rich organisational heritage, commitment to caring values, and modern healthcare environment make CRHFT an inspiring place to build your NHS career. Understanding the history helps you frame your passion for the role and alignment with the Trust’s values: caring, ambition, respect, encouragement.
Below I present detailed interview questions and answers for three differing job roles at CRHFT. For each role I begin with a paragraph explaining the importance of the role, job description and salary band, and then I provide sections: simple opening questions & answers, competency questions & answers (using the STAR model), ending questions & answers, and finally general do’s and don’ts. Use these to prepare confidently.
Importance of the role:
A Staff Nurse at CRHFT plays a vital role in delivering frontline care across wards and departments. The job description typically includes assessing, planning, implementing and evaluating patient care, administering medications, collaborating with multidisciplinary teams and ensuring adherence to clinical standards. At CRHFT, a Staff Nurse in Band 5 typically earns between £29,970 and £36,483 per annum (Agenda for Change Band 5). NHS Professionals+3NHS Jobs+3NHS Bands+3 This role is important because it combines clinical expertise, compassionate patient-facing care and teamwork, ensuring high quality patient experience and safety. As someone interviewing, you demonstrate your clinical ability, emotional intelligence, and alignment with the Trust’s values of care and respect.
Q1: “Tell us about yourself and why you’ve applied for this Staff Nurse role at CRHFT.”
A1: “I’m a registered nurse with two years’ acute ward experience, passionate about delivering high quality care. I have been impressed by CRHFT’s commitment to its CARE values and its strong reputation for patient-centred care. I applied because I want to join a Trust where professional development is supported, and where I can make a meaningful contribution to patients and the team.”
Q2: “What do you know about our Trust and why it matters?”
A2: “I know that CRHFT serves a population of over 400,000 and employs more than 5,000 staff. Chesterfield Royal Hospital+2Destination Chesterfield+2 My understanding is that the Trust emphasises exceptional patient care, supported by exceptional people. Joining here would mean aligning with a modern, value-driven organisation with a proud history and a clear focus on improving outcomes and patient experience.”
Q3: “Give me an example of when you identified a patient safety risk and what you did about it.”
A3:
Situation: On my previous ward I noticed that a patient’s fall-risk assessment had not been updated after a recent change in their mobility status.
Task: My task was to ensure that the risk assessment was corrected and any required interventions applied.
Action: I reviewed the patient’s records, discussed with the multidisciplinary team, flagged the omission in handover, and initiated a new care plan which included bed alarms and closer observation. I also followed up with the ward manager to ensure the documentation was updated.
Result: Within 24 hours the new care plan was in place, the patient had no falls, and the ward instituted a new checklist to prevent similar omissions. The incident logging process was updated accordingly.
Q4: “Describe a time when you had to work as part of a team under pressure.”
A4:
Situation: During a busy evening shift the ward experienced a sudden influx of emergency admissions while short-staffed due to unexpected sickness.
Task: My task was to maintain safe staffing and patient flow while supporting colleagues.
Action: I prioritised tasks, delegated appropriate duties to healthcare assistants, communicated clearly with the senior nurse and liaised with the admissions team. I stayed calm, ensured patients were triaged efficiently, and supported less experienced staff with practical guidance.
Result: The shift was managed safely, no adverse events occurred, and patients received timely care. The ward manager later commended the team for maintaining standards under pressure.
Q5: “Do you have any questions for us?”
A5: “Yes—could you tell me how CRHFT supports continuous professional development for Band 5 nurses? Also: how does the Trust embed its CARE values in day-to-day nursing practice on the ward?”
Q6: “Why should we select you for this role?”
A6: “You should select me because I bring solid clinical experience, a proactive attitude and alignment with your values of care, respect and encouragement. I am committed to delivering excellent patient outcomes, working collaboratively and continuously developing my practice to be the best nurse I can be within CRHFT.”
Do:
Do research the Trust’s values and history and speak to how you embody them.
Do prepare clear examples of clinical situations using the STAR method.
Do ask insightful questions showing your interest in professional development and the ward’s culture.
Don’t:
Don’t speak only in terms of tasks—focus on patient impact and teamwork.
Don’t show complacency—be ready to talk about learning and improvement.
Don’t ignore the Trust’s values—align your answers to their mission.
Importance of the role:
The Physiotherapist role at CRHFT is essential because it supports patients’ recovery, helps restore mobility, prevents complications and contributes to overall patient outcomes. Job responsibilities include assessing movement-related problems, designing treatment and exercise plans, writing reports, liaising with other professionals and supervising therapy support staff. NHS salary bands show that a qualified physiotherapist (Band 5) typically earns between £29,970 and £36,483, with Band 6 for senior physiotherapists around £37,338 to £44,962. Prospects+2NHS Bands+2 This role is critical within the multidisciplinary team at CRHFT, enabling efficient recovery, enhancing patient independence and reducing length of stay. When interviewing, you must show your clinical reasoning, patient-centred focus, collaboration skills and commitment to improvement.
Q1: “Why did you decide to become a physiotherapist and apply to CRHFT?”
A1: “I became a physiotherapist because I believe in empowering patients to regain movement and self-confidence. I was drawn to CRHFT because it offers both acute and community services for a large population, offers career development opportunities and clearly values patient-centred, multidisciplinary care.”
Q2: “What do you know about the AHP services at CRHFT?”
A2: “I know the Trust serves over 400,000 people across Derbyshire, provides inpatient, outpatient and community therapies. Chesterfield Royal Hospital+1 The AHP services are integral to this care pathway, and working here means collaborating with ward teams, discharge planners, community therapists and outpatient clinics to optimise patient flow and outcomes.”
Q3: “Give an example of a time you designed a physiotherapy plan for a complex patient and what you achieved.”
A3:
Situation: A patient post hip replacement also had COPD and was anxious about mobilisation.
Task: My task was to design and implement a physiotherapy plan addressing both mobility and respiratory function, and liaise with the respiratory physiotherapist.
Action: I conducted an assessment, set progressive goals for walking, stair climbing and breathing exercises, involved the respiratory team, educated the patient about pacing and monitored progress weekly. I also updated the ward on the plan and coordinated with discharge planners.
Result: The patient reached target mobility two days ahead of expected timeline, respiratory function improved, and discharge was achieved without readmission within 30 days. The ward feedback noted improved collaboration and reduced length of stay.
Q4: “Describe a time when you had to adapt your treatment approach due to unexpected patient change.”
A4:
Situation: Mid-way through treatment, the patient’s pain increased significantly and their mood dropped, affecting their participation.
Task: I needed to reassess and modify the plan to keep them engaged and safe.
Action: I reviewed pain management with the medical team, adjusted treatment to include more gentle mobilisations, introduced motivational strategies (setting small wins, involving family), and progressed when pain reduced. I documented the change and communicated with the multidisciplinary team.
Result: The patient’s mood improved, engagement increased, and we met secondary targets for range of motion. The multidisciplinary team praised the flexibility and patient-centred approach.
Q5: “Where do you see your career in the next three years within CRHFT?”
A5: “In the next three years I aim to consolidate my skills in acute and community physiotherapy settings, take on more responsibility such as mentoring junior therapists, and possibly work towards a Band 6 role or specialism—aligning with CRHFT’s ethos of continuous professional development.”
Q6: “What makes you stand out from other candidates?”
A6: “I bring a strong clinical foundation and a proven track record of working in acute settings and adapting to change. I focus on patient engagement as well as outcomes. Additionally, I align with your values of care and respect, actively seek development, and aim to contribute to service improvement initiatives at CRHFT.”
Do:
Do emphasise patient-outcomes, clinical reasoning, and teamwork with other services.
Do reference specific goals and measurable results using the STAR model.
Do show awareness of how physiotherapy links into the broader patient pathway.
Don’t:
Don’t focus solely on technical skills—highlight communication and collaboration.
Don’t neglect the Trust’s values—tie your answers back to the organisation.
Don’t claim you do everything alone—show you work as part of a team.
Importance of the role:
An Administrative Officer at CRHFT provides essential support functions that keep the hospital running smoothly: scheduling appointments, managing patient records, processing referrals, liaising with clinical staff and ensuring documentation and data are accurate. While salaries vary by band, for Band 3 this might start around £24,938 per annum and for Band 4 around £27,485 or more (according to AfC pay band information). NHS Bands+1 This role is important because effective administration underpins clinical care and patient flow—without reliable administrative processes patient experience and safety can suffer. When interviewing for this role you need to demonstrate organisational skills, accuracy, ability to work under pressure, good communication and team-working.
Q1: “What attracts you to an administrative role within CRHFT?”
A1: “I enjoy organising and helping the hospital function efficiently behind the scenes. I was drawn to CRHFT because of its reputation for quality care and support for staff, and I believe that by providing excellent administrative support I can contribute to the patient experience and the smooth running of the services.”
Q2: “What do you know about the administrative function in an NHS hospital trust like CRHFT?”
A2: “I know that NHS trusts rely on administration for appointment booking, patient records, referrals, correspondence and liaison across departments. At CRHFT, delivering exceptional care relies just as much on efficient administrative systems as on clinical expertise. I also appreciate the Trust’s values of care, respect, encouragement and supporting its staff. Chesterfield Royal Hospital”
Q3: “Tell us about a time when you had to manage conflicting priorities and how you handled it.”
A3:
Situation: On a busy day I was processing referrals, handling phone calls, and dealing with a system outage which delayed records access.
Task: I needed to ensure essential tasks were completed, keep staff and patients informed and maintain accuracy despite the disruption.
Action: I prioritised the referrals by urgency, informed the clinical team about the delay, used manual processes as a backup, logged the outage with IT, and kept a clear list of pending tasks. I communicated status updates regularly and asked for help when the workload escalated.
Result: All urgent referrals were processed on time, the team appreciated the clear updates, and once the system returned I caught up on the backlog without errors. My supervisor later commented on my calm and organised response.
Q4: “Describe a time when you improved or streamlined an administrative process.”
A4:
Situation: The appointment booking system at my previous job required manual entry of patient details each time, causing duplication and errors.
Task: My task was to propose and implement an improvement to reduce duplication, save time and improve accuracy.
Action: I mapped the current process, identified the duplication, proposed use of autofill templates and defined required fields only. I piloted the new template, trained colleagues, collected feedback and adjusted as needed.
Result: The time to book an appointment reduced by 20%, errors in patient details reduced by 35%, and the team reported it was easier to use. My line manager recommended rolling out the change across other clinics.
Q5: “What are you looking for in your next role?”
A5: “I’m looking for a role where I can contribute meaningfully to patient services through excellent administration, be part of a supportive team and continue developing my skills—particularly in NHS data systems and process improvement. I believe CRHFT offers that environment.”
Q6: “Why do you believe you are a good fit for our administrative team?”
A6: “I bring strong organisational skills, attention to detail, proven experience of working under pressure and a genuine desire to support clinical services. I also align with your values of care and encouragement: I believe that good administration supports excellent patient care, and I’m committed to being part of a team that enables that.”
Do:
Do emphasise organisation, accuracy, prioritisation of tasks and communication.
Do show how administration underpins patient care and the clinical environment.
Do ask about training, systems used (e.g., patient record systems) and team culture.
Don’t:
Don’t treat this as a purely desk role—show you understand the impact on patient experience.
Don’t overlook the Trust’s values—connect your work to those values.
Don’t give generic answers—use specific examples of systems/process improvements or task management.
As a career-coaching professional with over 25 years experience, I want to encourage you with these key points:
Know the organisation: Before your interview at CRHFT, research the Trust’s history (as shown above), its mission, values and services. This will help you show genuine interest and alignment.
Use the STAR model for every competency question: Situation, Task, Action, Result. Prepare 3-5 strong examples in advance for the role you are applying for.
Match your values to the Trust’s values: For CRHFT those values include care, respect, encouragement and ambition. Use language that resonates with these.
Practice your opening and closing statements: Be ready to succinctly say why you want the role, what you bring, and ask thoughtful questions.
Communicate clearly and confidently: Speak honestly about your achievements, what you learned and how you will contribute.
Dress appropriately, arrive on time (or login early if virtual), make eye contact and engage with calm energy.
Don’t undervalue soft skills: Especially in healthcare and NHS roles, your ability to communicate, collaborate and empathise matters as much as technical skills.
Don’t ramble: Keep responses focused to the question. Use examples, avoid waffle.
Don’t forget to follow up: A polite thank-you email after the interview can leave a positive impression.
Remember: you are not just being assessed for your technical suitability; the interview is a chance for you to show that you share the Trust’s commitment to high quality patient care and that you will be a positive contributor to the team and culture.
You’ve prepared, you’ve got the experience, now go in with confidence. Visualise success, speak with clarity about your impact and how you will support CRHFT’s mission.
If you’d like personalised, one-to-one interview coaching to refine your answers, practice your delivery and boost your confidence, you are very welcome to book an appointment with me. I look forward to helping you succeed.
