The role of a Care Team Leader at Runwood Homes is vital in ensuring the delivery of high-quality care to residents, leading a dedicated team of carers, and upholding the values and standards of the company. A Care Team Leader not only supervises daily care routines but also supports staff development, maintains compliance with care regulations, and ensures residents receive the compassionate, personalised care they deserve. With a competitive salary typically ranging from £27,000 to £33,000 per annum, plus benefits and opportunities for professional growth, this position offers both responsibility and reward for the right candidate.
In this blog post, I’ll walk you through 25 common interview questions and answers for a Care Team Leader role at Runwood Homes, broken down into opening questions, competency questions using the STAR model, and closing questions. I’ll also share practical tips, do’s and don’ts, and advice on interview preparation to give you the confidence to succeed.
Opening Interview Questions and Answers
1. Tell me about yourself.
Answer: “I have over five years’ experience in care, progressing from care assistant to team supervisor. My passion lies in ensuring residents receive person-centred care while supporting my team to develop professionally. I thrive in environments where collaboration, empathy, and leadership are key.”
Tip: Keep it concise and highlight relevant experience and skills.
2. Why do you want to work at Runwood Homes?
Answer: “Runwood Homes’ reputation for high-quality, compassionate care aligns perfectly with my values. I am particularly impressed by your commitment to staff development and would love to contribute to a team that prioritises residents’ wellbeing.”
3. What do you know about our company?
Answer: “Runwood Homes operates numerous care homes across the UK and is recognised for its high standards of care and staff training. I admire the way you integrate person-centred care with professional development for staff, ensuring both residents and teams thrive.”
Competency-Based Questions and STAR Model Answers
The STAR model (Situation, Task, Action, Result) is crucial for competency-based questions. Here’s how to use it for Care Team Leader interviews.
4. Describe a time you led a team effectively.
Answer:
Situation: “At my previous role, the team was struggling to meet new care standards.”
Task: “I needed to improve team performance and ensure compliance.”
Action: “I implemented weekly training sessions, delegated responsibilities, and provided feedback.”
Result: “Within three months, the team met all care standards, and staff morale improved significantly.”
5. How do you handle conflict within your team?
Answer:
Situation: “Two staff members disagreed on shift responsibilities.”
Task: “My goal was to resolve the conflict quickly while maintaining team harmony.”
Action: “I held a private meeting to listen to both perspectives, clarified expectations, and facilitated a compromise.”
Result: “The conflict was resolved, communication improved, and the team worked efficiently.”
6. Give an example of improving resident care quality.
Answer:
Situation: “Residents reported dissatisfaction with meal variety.”
Task: “I needed to enhance meal satisfaction and nutrition.”
Action: “I collaborated with the kitchen team to introduce varied, balanced menus based on residents’ preferences.”
Result: “Resident satisfaction scores increased, and nutritional intake improved.”
7. How do you motivate your team?
Answer: “I motivate by recognising achievements, providing constructive feedback, and fostering a supportive environment. For example, introducing a ‘staff of the month’ program encouraged team engagement and positivity.”
8. Tell me about a time you handled a difficult resident situation.
Answer:
Situation: “A resident was distressed and refusing care.”
Task: “I needed to ensure their safety and comfort.”
Action: “I spent time listening to the resident, identified triggers, and adjusted care approaches.”
Result: “The resident became more receptive, and their wellbeing improved.”
9. How do you ensure compliance with care regulations?
Answer: “I regularly review policies, conduct team training, and perform spot checks. At my previous role, this approach reduced compliance issues by 40%.”
10. Describe a time you had to manage underperformance.
Answer:
Situation: “A team member consistently missed care targets.”
Task: “I needed to improve performance without demotivating them.”
Action: “I provided coaching, set clear expectations, and offered additional support.”
Result: “Performance improved, and the individual became a reliable contributor.”
11. How do you prioritise tasks in a busy care environment?
Answer: “I assess urgency and impact, delegate effectively, and remain flexible. For instance, resident emergencies always take precedence, while administrative tasks are scheduled during quieter periods.”
12. Give an example of a successful team project.
Answer:
Situation: “We needed to improve handover communication.”
Task: “I led the team in designing a structured handover system.”
Action: “We introduced checklists and shift briefings.”
Result: “Information errors dropped by 50%, and staff reported smoother transitions.”
13. Tell me about a time you had to handle a complaint.
Answer:
Situation: “A family raised concerns about care standards.”
Task: “I needed to resolve the issue promptly.”
Action: “I listened empathetically, investigated thoroughly, and implemented changes.”
Result: “The family was satisfied, and the complaint did not recur.”
14. How do you support staff development?
Answer: “I provide mentoring, identify training opportunities, and encourage reflective practice. This approach has helped several team members gain promotions within the organisation.”
15. Describe a situation where you implemented change.
Answer:
Situation: “The home needed a new infection control procedure.”
Task: “I had to ensure smooth implementation.”
Action: “I conducted training sessions and monitored compliance.”
Result: “The home passed all inspections with high marks.”
Behavioural Questions and STAR Answers
16. Tell me about a time you demonstrated leadership under pressure.
Answer:
Situation: “During a staff shortage, we had multiple resident emergencies.”
Task: “I needed to coordinate care effectively.”
Action: “I reassigned staff, prioritised urgent needs, and provided guidance.”
Result: “Residents were safe, and the team remained calm and effective.”
17. Give an example of promoting teamwork.
Answer:
Situation: “New staff were struggling to integrate.”
Task: “I aimed to create a cohesive team.”
Action: “I introduced buddy systems and team-building activities.”
Result: “Team cohesion improved, and new staff adapted quickly.”
18. How do you handle stress in a care setting?
Answer: “I prioritise tasks, seek support when needed, and maintain a calm, positive attitude, ensuring residents feel safe and staff feel supported.”
19. Describe a time you implemented resident-focused care.
Answer:
Situation: “A resident was anxious during personal care.”
Task: “I wanted to improve their comfort and dignity.”
Action: “I tailored care routines, consulted with the family, and provided reassurance.”
Result: “The resident became more relaxed, and care quality improved.”
20. Tell me about a time you gave constructive feedback.
Answer:
Situation: “A team member’s documentation was inconsistent.”
Task: “I needed to address the issue without discouraging them.”
Action: “I used positive language, demonstrated correct procedures, and offered support.”
Result: “Documentation improved, and the staff member felt motivated.”
Ending Interview Questions and Answers
21. Where do you see yourself in five years?
Answer: “I aim to continue growing within Runwood Homes, taking on increased leadership responsibilities and contributing to staff training initiatives.”
22. Why should we hire you?
Answer: “I bring proven leadership skills, a strong commitment to resident care, and experience in team development, all aligned with Runwood Homes’ values.”
23. Do you have any questions for us?
Answer: “Yes, could you describe your approach to ongoing staff training and development, and how I could contribute?”
24. How do you handle feedback from management?
Answer: “I view feedback as an opportunity for growth, applying suggestions to improve team performance and resident care.”
25. What are your salary expectations?
Answer: “Based on my experience and the responsibilities of the Care Team Leader role, I would expect a salary within the typical range of £27,000–£33,000, but I am open to discussion.”
Interview Do’s and Don’ts
Do:
Research Runwood Homes and the care sector.
Use the STAR method for competency questions.
Dress professionally and maintain positive body language.
Prepare examples of leadership, teamwork, and problem-solving.
Demonstrate passion for care and resident wellbeing.
Don’t:
Speak negatively about past employers.
Memorise answers; be natural.
Ignore questions about compliance or care standards.
Overlook the importance of communication and empathy.
General Interview Coaching Encouragement and Tips
Interviewing for a Care Team Leader role at Runwood Homes is your opportunity to showcase your leadership, empathy, and dedication to high-quality care. Remember to:
Prepare using real-life examples.
Practice answers out loud or with an interview coach.
Stay calm, confident, and positive.
Follow up after the interview with a polite thank-you note.
With consistent preparation and a clear focus on your experience and skills, you can excel. Investing in interview training, booking an interview coaching online session, or engaging an interview coach can significantly boost your chances of success. Your dedication to job interview preparation will make you stand out as the ideal candidate for Runwood Homes.
Book your personalised interview coaching appointment today and take the first step towards securing your Care Team Leader role: interview-training.co.uk.
