HIRING UK Post a job

Interview questions  ·  Healthcare & Social Care  ·  Clinical perfusionist jobs

Clinical perfusionist interview questions

The questions a clinical perfusionist is likely to be asked, and what a good answer shows. For the candidate getting ready, and for the employer doing the asking: both sides of the same table.

About the job itself

  1. Why do you want to work as a clinical perfusionist?
    What drew you to this work, what you already know about it, and something from your past that shows you will be good at it.
  2. What do you have that this job asks for?
    Employers usually look for: Perfusion qualification, registration with the College of Clinical Perfusion Scientists. Say what you hold, with expiry dates where there are any, and bring the proof (cards, certificates, a portfolio): it is checked before you start.
  3. What pay are you looking for?
    A figure you can justify. Adverts for this job usually pay £39,000 to £63,000 a year, so check the advert, know your number and give it calmly.

Questions for healthcare & social care

  1. Why do you want to work in care or health?
    A real reason, and that you understand the hard parts as well as the good ones.
  2. How do you protect a patient's dignity during personal care?
    Privacy, consent, explaining what you are doing, and letting the person do what they can for themselves.
  3. What would you do if you suspected abuse or neglect?
    You report it to the person in charge or the safeguarding lead the same day, and you write down what you saw.
  4. Tell me about a time you dealt with a distressed patient or relative.
    Calm, listening first, and getting help when it is needed.
  5. How do you make sure your records are accurate?
    You write it at the time, factually, and you never sign for something you did not do.

The questions every interviewer asks

  1. Tell me about yourself.
    Two minutes, about work: what you do now, what you are good at, and why this job is the next step. Not your life story.
  2. Why are you leaving your current job, or why did you leave the last one?
    A reason that looks forward (more hours, a shorter journey, a step up), never a complaint about the old boss.
  3. What would your last manager say about you?
    Something they would actually say, with proof: "reliable, I covered the late shift for six months".
  4. Is there anything that would stop you working the hours or shifts we need?
    Honesty now saves both sides a bad start. Say what you can do, not only what you cannot.
  5. Where do you see yourself in a couple of years?
    Ambition that fits the job: getting better at it, a ticket or qualification, perhaps leading a team.

Questions to ask them

At the end you will be asked whether you have any questions. Have two ready:

  • What does a normal day or shift look like?
  • What would good work look like after the first three months?
  • Who would I work with, and who would I report to?
  • What training will I get at the start?
  • When can I expect to hear back, and what is the next step?

For the employer: what you must not ask

The same questions work from your side of the table. These do not, because UK law forbids them or makes them a risk:

  • Age, date of birth or when somebody left school. Age is a protected characteristic under the Equality Act 2010. Ask whether they meet any legal minimum age, nothing more.
  • Marriage, children, pregnancy or plans for a family. Protected characteristics. Ask everybody the same question about whether they can work the hours.
  • Health or sickness absence before a job offer. Section 60 of the Equality Act 2010 bans it, except to make adjustments for the interview, to check they can do a task that is intrinsic to the job, or for monitoring.
  • Religion, nationality or where somebody is "really" from. Protected characteristics. Check the right to work for every candidate in the same way, after the interview, not by guessing from a name or an accent.
  • Spent convictions. Under the Rehabilitation of Offenders Act 1974 a spent conviction need not be disclosed, except for roles exempt from the Act, where a standard or enhanced DBS check applies.
  • Trade union membership. Refusing work because somebody is or is not in a union is unlawful (Trade Union and Labour Relations (Consolidation) Act 1992, section 137).

Ask every candidate for the same job the same core questions, and write the answers down. It is fairer, and it is your best evidence if a decision is ever challenged.

Read more. For candidates: common interview questions, the STAR method, questions to ask at the end. For employers: how to interview candidates and interview adjustments for disabled and neurodivergent candidates.