Hiring managers ask this question to see how you apply creativity and problem-solving skills to real-world health and wellbeing issues. You need to describe a specific situation, explain the innovative approach you took, and highlight the positive impact it had on individuals or the organization.

Example: In a previous role, I noticed low engagement with mental health workshops. To address this, I collaborated with colleagues to create short, interactive sessions during lunch breaks, making them more accessible and less formal. This approach sparked greater interest, improved attendance, and encouraged open conversations about wellbeing, demonstrating how small, creative adjustments can make a meaningful difference.

This question assesses your understanding of privacy and ethical responsibilities in handling personal health information. You need to say that you strictly follow confidentiality policies, use secure methods to store information, and always respect clients' privacy.

Example: I treat sensitive health information with the utmost respect, following data protection laws and organisational policies closely. For example, when discussing a client’s wellbeing, I ensure conversations happen privately and records are securely stored. Building trust means being discreet and transparent about how information is used, so clients feel safe sharing their concerns without hesitation.

Employers ask this to see if you can accept constructive feedback and use it to improve your guidance. You need to say you listen carefully, stay open-minded, and adjust your advice based on new information or client needs.

Example: I view feedback as a valuable tool for growth. When I receive criticism, I listen carefully and reflect on it to improve my advice. For example, when a colleague suggested I simplify some wellbeing tips, I adapted my approach to be clearer and more accessible, which helped clients engage better. Being open to feedback ensures I remain effective and responsive to people’s needs.

What they want to see is your ability to inspire and support clients through challenges while promoting sustainable habits. You need to describe a specific situation where you encouraged a client, explain the strategies you used, and highlight the positive outcome.

Example: In my previous role, I worked with a client struggling to stay active. By understanding their daily routine and interests, I suggested small, enjoyable activities like short walks with their dog. We set achievable goals and celebrated progress together, which boosted their confidence. Over time, they embraced these changes, improving both their physical health and mood. Seeing that shift was really rewarding.

What they want to know is how your training prepares you to support health and wellbeing effectively. You need to briefly list your relevant certifications and explain how they enable you to provide expert advice and guidance.

Example: I’ve completed a Level 3 Diploma in Health and Wellbeing, which really deepened my understanding of promoting healthy lifestyles. I’m also certified in Mental Health First Aid, allowing me to support colleagues effectively. Alongside these, I’ve attended various workshops on stress management and workplace wellbeing, which have equipped me with practical tools to create a positive environment. These experiences have prepared me well to contribute in this role.

Employers ask this question to gauge your practical experience and ensure you can effectively implement programs that improve employee health. You need to clearly mention the key health and wellbeing programs you've worked with and briefly describe your role or impact in each.

Example: I’ve worked with a range of initiatives, from stress management workshops to promoting physical activity through workplace challenges. I’ve also helped develop mental health awareness campaigns and supported flexible working policies to improve work-life balance. One project I’m proud of involved creating peer support groups, which really boosted team morale and engagement. These experiences have given me a practical understanding of what helps people thrive both mentally and physically.

What they want to understand is your relevant expertise and how it aligns with supporting health and wellbeing initiatives. You need to clearly summarize your education, key experiences, and specific skills that demonstrate your ability to promote and improve health and wellbeing.

Example: Certainly. I’ve spent several years working in roles focused on promoting physical and mental wellbeing, supporting both individuals and teams. At my previous job, I developed workshops on stress management and encouraged healthier workplace habits, which led to noticeable improvements in morale and productivity. I’m passionate about creating environments where people feel supported to thrive both personally and professionally.

This question assesses your ability to measure program success and ensure continuous improvement. You need to explain that you use clear metrics, gather participant feedback, and analyze health outcomes to evaluate the program effectively.

Example: When evaluating a health and wellbeing program, I start by gathering feedback from participants to understand their experiences. I look at key metrics like attendance, engagement, and any changes in health outcomes. For example, in a previous role, we tracked employee stress levels before and after the program, which helped identify what worked well and what could be improved. This ongoing review ensures the program stays relevant and effective.

Employers ask this to see how you stay organized and ensure important health projects succeed on time. You need to explain that you use tools like calendars to track deadlines, prioritize tasks based on urgency and impact, and keep stakeholders informed through regular updates.

Example: When handling several health and wellbeing projects, I start by understanding which ones will make the biggest difference and need attention first. I break tasks into manageable steps and keep everyone involved up to date to avoid surprises. For example, while managing a mental health initiative alongside a fitness program, I scheduled regular check-ins with each team to ensure progress and address any roadblocks promptly. This keeps things on track and everyone connected.

Employers ask this to see if you practice what you preach and can handle the emotional demands of advising others. You should say you use mindfulness or relaxation techniques, recognize early signs of stress in yourself, seek support when needed, and explain how maintaining your wellbeing helps you support clients effectively.

Example: When advising others, I stay mindful of my own wellbeing by setting clear boundaries and taking regular breaks to recharge. I pay attention to early signs of stress and adjust my workload when needed. For example, I practice mindfulness and prioritize exercise, which helps me stay balanced and present. This way, I can offer genuine support without compromising my own health.

Hiring managers ask this question to see if you can use data effectively to evaluate and improve health and wellbeing programs. You need to explain how you collect relevant data before and after initiatives, analyze it to identify trends, and use those insights to make informed improvements.

Example: To gauge the impact of health and wellbeing programs, I start by gathering baseline data, like employee surveys or attendance records. After the initiative, I compare this to follow-up data, looking for meaningful changes. Analyzing trends helps identify what’s working or needs tweaking. For example, after introducing mindfulness sessions, I noticed improved stress scores, which guided adjustments to better fit participants’ needs. This approach ensures continuous improvement.

What they want to understand is how you manage conflict and maintain professionalism under pressure. You need to explain the situation briefly, show empathy, and describe the calm, solution-focused steps you took to resolve the issue.

Example: In a previous role, I worked with someone resistant to making lifestyle changes. I listened carefully to understand their concerns, then gently shared small, achievable steps tailored to their situation. Over time, building trust helped them feel supported rather than judged, and they gradually became more open to improving their wellbeing. It taught me the value of patience and empathy in guiding people through change.

This interview question aims to understand your personal passion and commitment to promoting health and wellbeing. You need to say what inspired you to help others improve their health and how this career aligns with your values and goals.

Example: I’ve always been passionate about helping people lead healthier lives. Seeing firsthand how small changes in habits can improve wellbeing inspired me to support others in making those shifts. For example, volunteering in community health initiatives showed me how guidance and encouragement can make a real difference. Becoming a Health and Wellbeing Advisor feels like a meaningful way to combine that passion with practical skills to support others’ overall health.

Hiring managers ask this question to see if you can effectively identify and understand health and wellbeing needs to create targeted strategies. You need to explain how you gather data through interviews or surveys, analyze it to find key issues, and engage stakeholders to confirm priorities and tailor solutions.

Example: When assessing health and wellbeing needs, I start by gathering detailed information through surveys, interviews, and reviewing any existing health data. I then look for patterns or areas that stand out, like stress levels or physical activity gaps. Engaging directly with employees or leadership helps confirm these insights and ensures the support offered matches what’s really needed. For example, in a previous role, this approach led to a tailored mental health program that improved staff engagement.

This question helps assess your ability to connect effectively with diverse clients by adapting your communication to their unique needs. You should explain how you adjust your language and methods based on the client’s background and health knowledge, and highlight how you build trust through active listening and empathy.

Example: I pay close attention to each client’s background and situation to connect in a meaningful way. Whether it’s simplifying medical terms or using more empathetic listening, I adjust my approach to suit their comfort level. Building trust is key, so I take time to understand their concerns and respond patiently. For example, with older adults, I often use clear, straightforward language to ensure clarity and confidence.

This interview question helps assess your ability to identify health needs, create targeted solutions, and evaluate their effectiveness. You need to clearly explain the issue you found, how you designed and implemented the initiative, and how you measured and improved its impact.

Example: In my previous role, I noticed rising stress levels among staff during busy periods. I developed a lunchtime mindfulness program, combining guided sessions with practical stress management tips. After gathering feedback and tracking attendance, we saw improved focus and reduced absenteeism. I refined the sessions based on participant input, ensuring the initiative stayed relevant and effective over time.

Hiring managers ask this to see how you break down complex issues and find effective solutions. You need to say that you gather relevant information, consider different perspectives, and create a clear, step-by-step plan to address the health issue.

Example: When tackling a complex health issue, I start by gathering all relevant information to understand the full picture. I consult with colleagues and, where appropriate, involve the individual to hear their perspective. From there, I break down the problem into manageable parts, prioritising key areas. For example, supporting someone with mental health challenges, I focus on immediate wellbeing while planning long-term strategies collaboratively. This approach helps me find practical, effective solutions.

What they want to know is that you actively seek trustworthy information and apply it to improve your work. You should say that you regularly read reputable sources, attend relevant events, and use new insights to enhance your advice or programs.

Example: I regularly follow trusted sources like Public Health England and professional journals to keep up with new studies and guidelines. I also attend webinars and local workshops to hear directly from experts. Applying fresh insights, such as recent mental health strategies, has helped me support teams more effectively in previous roles. This ongoing learning helps me stay confident and relevant in advising on health and wellbeing.

This question is designed to assess your ability to respond swiftly and effectively to unexpected changes, a critical skill in managing dynamic health and wellbeing programs. You need to explain how you identified the change, the steps you took to adjust the program, and the positive outcome that resulted from your quick adaptation.

Example: In a previous role, when new government guidelines on mental health support were issued mid-program, I quickly reviewed and updated our materials to align with the changes. I organized a brief training for the team to ensure consistency, which helped maintain participant trust and engagement. This swift adjustment meant we continued delivering relevant support without interruption, and feedback showed participants appreciated the timely, practical guidance.

This question helps assess your ability to connect with clients who might be hesitant, showing that you can build trust essential for effective advising. You should explain that you listen actively and empathetically to understand their concerns, clearly communicate benefits using evidence or success stories, and maintain trust through regular follow-ups and ongoing support.

Example: When working with clients who are unsure about health programs, I start by really listening to their concerns without judgment. I share clear, relevant information and real-life examples to show how these programs can make a difference. Building trust is about more than one conversation—it’s about staying connected, checking in regularly, and showing I’m genuinely invested in their wellbeing every step of the way.

What they want to know is how you handle clients who are hesitant about changing their behaviors, showing empathy and building trust to support their wellbeing. You need to explain that you listen actively to understand their concerns, use motivational techniques like setting small, achievable goals, and adapt your communication to be supportive and non-judgmental.

Example: When working with clients hesitant about change, I start by really listening to their worries without rushing. I try to connect on a personal level, showing I understand where they’re coming from. From there, I suggest small, manageable steps rather than big leaps, which helps build confidence over time. Tailoring my approach to their communication style also helps establish trust, making them more open to trying new things in their wellbeing journey.

Questions like this are designed to see how you validate your advice with credible sources and ensure it’s practical and current. You need to explain that you rely on peer-reviewed research and official guidelines, translate that information into clear, actionable advice, and stay updated through ongoing learning and training.

Example: I start by reviewing trusted sources like NHS guidelines and peer-reviewed studies to stay updated. When creating advice, I focus on what’s practical and relevant for people’s daily lives, balancing scientific findings with real-world application. I also make it a habit to reflect on new research regularly, ensuring my recommendations evolve with the latest evidence and genuinely support wellbeing in a meaningful way.

This question helps the interviewer understand how you actively contribute to improving health and wellbeing in real settings. You need to clearly describe a specific situation, the actions you took, and the positive, measurable outcomes of your efforts.

Example: In a previous role at a community centre, I noticed many staff struggling with stress, so I introduced weekly mindfulness sessions and flexible break times. Over a few months, absenteeism dropped by 20%, and staff feedback showed a noticeable boost in morale. It was rewarding to see simple changes create a healthier, more supportive environment.

This question assesses your familiarity with specific tools that help effectively plan, track, and evaluate health programs. You need to mention relevant software you’ve used, like wellness platforms or data analysis tools, and highlight how they improved program outcomes.

Example: I’m comfortable using platforms like Microsoft Teams and SharePoint for coordinating wellbeing initiatives and sharing resources efficiently. I’ve also worked with employee wellness apps such as Virgin Pulse to track engagement and gather feedback. For data analysis, Excel helps me identify trends and measure program success, ensuring our efforts are impactful and tailored to employees’ needs.

This interview question aims to assess your ability to collaborate, solve problems, and achieve positive results within a team setting. In your answer, clearly explain how you coordinated roles, overcame challenges together, and contributed to successful health and wellbeing outcomes.

Example: In a previous role, our team aimed to improve workplace mental health. We held regular meetings to share ideas and identify barriers, such as low engagement in wellbeing activities. By introducing flexible sessions and peer support groups, we increased participation significantly. Working together allowed us to create a more supportive environment, ultimately boosting staff morale and reducing stress levels across the department.