In a teaching interview, your academic qualifications and subject knowledge matter—but they are only part of the picture. Schools are equally interested in how you communicate, manage students, solve problems, work with colleagues, and respond to real classroom situations. These abilities are known as soft skills, and they often determine whether a teacher will succeed in the long run.
You can—and you should—highlight your soft skills during a teaching interview. However, the key is not simply to state that you possess them. Instead, interview panels expect you to demonstrate soft skills through examples, reflection, and behaviour.
Saying “I have good communication skills” is far less effective than explaining how you used those skills to solve a problem, support a student, or manage a difficult situation. This is why preparation before the interview is so important.
Identify the Soft Skills You Want to Emphasize
Before attending a teaching interview, take time to think carefully about which soft skills you want to highlight. You don’t need to present all of them at once. Focus on those that are most relevant to teaching, such as:
1. Communication Skills
- Clear explanation of concepts
- Active listening
- Effective questioning techniques
- Age-appropriate language use
- Parent–teacher communication
2. Classroom Management Skills
- Maintaining discipline calmly
- Setting clear rules and expectations
- Handling disruptive behaviour positively
- Time management during lessons
3. Leadership Skills
- Guiding and motivating students
- Leading by example
- Decision-making
- Taking responsibility
- Managing group activities
4. Problem-Solving Skills
- Handling learning difficulties
- Managing conflicts among students
- Adapting teaching strategies
- Quick decision-making in classroom situations
5. Emotional Intelligence
- Empathy towards students
- Understanding adolescent behaviour
- Emotional self-control
- Supporting students’ mental well-being
6. Adaptability and Flexibility
- Adjusting teaching methods
- Handling curriculum changes
- Managing diverse learning needs
- Coping with unexpected classroom situations
7. Collaboration and Teamwork
- Working with subject teachers
- Coordinating with school administration
- Supporting school activities
- Sharing resources and ideas
8. Work Ethic and Professionalism
- Punctuality
- Responsibility and accountability
- Consistency in teaching
- Ethical conduct
9. Student Motivation Skills
- Encouraging participation
- Building confidence in learners
- Recognising student effort
- Creating interest in the subject
10. Critical Thinking Skills
- Analysing student performance
- Evaluating teaching effectiveness
- Encouraging higher-order thinking in students
11. Conflict Resolution Skills
- Handling student disputes
- Communicating during disagreements
- Maintaining neutrality and fairness
12. Classroom Inclusivity Skills
- Respecting diversity
- Supporting slow learners
- Inclusive communication
- Safeguarding awareness
13. Organisational Skills
- Lesson planning
- Record keeping
- Managing assessments
- Prioritising tasks
14. Patience and Resilience
- Managing stress
- Handling repeated questions
- Staying calm under pressure
15. Self-Reflection and Growth Mindset
- Accepting feedback
- Continuous learning
- Improving teaching practices
Ask yourself:
- Which of these skills do I use most often in my teaching?
- Which situations best show these skills in action?
- What outcomes did my actions create for students, colleagues, or the school?
Once you identify two or three key soft skills, prepare short but clear stories that demonstrate them. These stories will become your strongest interview answers.
Why Interviewers Value Real Examples
Interviewers want to understand how you behave in real situations, not just what you believe in theory. Teaching involves unpredictable challenges—different learners, behaviour issues, parent concerns, time pressure, and teamwork demands.
By sharing examples:
- You show practical experience
- You reveal your thinking process
- You demonstrate maturity and reflection
- You build credibility and trust
This is especially important in teaching interviews, where schools are looking for teachers who can handle both academic responsibilities and human relationships
Using the STAR Method to Structure Your Answers
One of the most effective ways to present your examples is the STAR method. STAR stands for:
- Situation – Describe the context or problem
- Task – Explain your responsibility
- Action – Describe what you did and why
- Result – Share the outcome and what you learned
This structure keeps your answer clear, organised, and focused. It also ensures that you don’t drift away from the question or provide vague responses.
Let’s briefly understand why STAR works so well:
- It gives interviewers the background they need
- It highlights your individual contribution
- It shows decision-making and soft skills clearly
- It ends with results, which interviewers value
Example Answer Highlighting Communication and Conflict Resolution Skills
Below is an expanded example that clearly demonstrates communication skills, empathy, leadership, and conflict resolution, structured using the STAR method.
Situation
Last year, I was selected as the leader of a committee responsible for organising a training programme on conflict intervention in the workplace. The purpose of the training was to help staff members manage disagreements professionally and prevent small issues from escalating into larger conflicts.
During the planning stage, I noticed that one senior staff member was strongly opposed to participating. He openly expressed dissatisfaction and seemed determined not to attend the session.
Task
As the committee leader, my responsibility was not only to coordinate the training but also to ensure staff cooperation and participation. I needed to address his resistance carefully, without damaging professional relationships or creating further tension.
Action
Instead of reacting defensively or insisting on authority, I decided to approach the situation with patience and understanding. I requested a one-on-one conversation so I could better understand his concerns.
During our discussion, I focused on active listening. I allowed him to speak freely and explain his viewpoint without interruption. Through this conversation, I realised that his resistance was not due to lack of interest, but because he felt overwhelmed by his workload. He believed that attending the training would add unnecessary pressure.
I acknowledged his concern and validated his feelings, making it clear that I understood his situation. After that, I addressed his main objection calmly. I explained that one of the core goals of the training was to reduce long-term stress by helping staff resolve conflicts early, which could ultimately make everyone’s workload feel lighter and more manageable.
I also assured him that the session would be practical, respectful of time, and focused on real solutions rather than theory.
Result
After our discussion, he agreed to attend the training. During the session, he was present when I spoke to the entire staff about identifying the root cause of conflicts and addressing issues directly rather than allowing misunderstandings to grow.
Following the training, staff communication improved noticeably, and minor conflicts were addressed more constructively. The senior staff member later shared that the session helped him reconsider how unresolved conflicts can affect productivity. This experience reflects how I aim to handle disagreements in any professional environment—through empathy, clear communication, and solution-focused discussion.
Why This Example Is Effective
This answer works well in a teaching interview because it:
- Demonstrates communication skills through listening and explanation
- Shows emotional intelligence by acknowledging concerns
- Highlights leadership without using authority negatively
- Reflects problem-solving and conflict resolution
- Ends with positive outcomes and reflection
Interviewers can clearly imagine how the candidate would behave in staff meetings, parent interactions, or classroom conflicts.
Applying This Strategy to a Teaching Interview
In a teaching interview, you can use the same structure for classroom-based scenarios, such as:
- Managing a disruptive student calmly
- Supporting a slow learner using alternative strategies
- Handling parent concerns respectfully
- Working with colleagues on lesson planning
- Adapting teaching methods when a lesson doesn’t work
“I am good at classroom management”
For example, instead of saying:
You might explain:
- How you handled a behavioural issue using positive reinforcement
- How you adjusted your approach for different learning needs
- How your actions improved student engagement
These examples show that your soft skills are practical, tested, and effective.
Showing Soft Skills Beyond Your Answers
Remember, interviewers also observe your soft skills through:
- Your tone of voice
- Eye contact and body language
- How you listen to questions
- How you respond calmly under pressure
Even the way you greet the panel and thank them reflects professionalism, confidence, and communication skills.
Preparing Before the Interview
To feel confident, prepare at least:
- One example highlighting communication
- One highlighting problem-solving
- One highlighting teamwork or leadership
You don’t need to memorise full scripts. Just remember the key points of each story and the STAR structure. This allows your answers to sound natural rather than rehearsed.