Inspired Recruitment - Practice Manager Interview Cheat Sheet (60 Second Refresher Before You Walk In)

You are not walking in as someone hoping to get a job. You are walking in as someone who could help run the business.

Remember these five points.

First, show interest in the practice. Mention something positive you noticed when researching the practice online. Even a short comment about their reputation or patient feedback shows preparation.

Second, think like a manager. Talk about how you support the team, improve patient experience, and maintain high standards. These are the things owners care about most.

Third, focus on the patient journey. Optical practices grow through trust and relationships. Showing that you care about how patients feel during their visit demonstrates leadership thinking.

Fourth, show initiative. If the opportunity comes up, mention one simple idea that could strengthen the practice. It does not need to be complicated. Even small ideas show you are thinking ahead.

Fifth, ask a strong question. At the end of the interview ask something that shows you care about the success of the business.

For example:

“What do your best practice managers do that really makes a difference here?”

Or

“If someone joined and had a really successful first year, what would success look like?”

Finally, remember this.

The interviewer is asking themselves one question throughout the meeting.

“Could this person run my practice?”

Speak with confidence, be yourself, and show them how you would lead the team and support the patients.

Good luck. You have got this.

Inspired Recruitment

Now the third tool is the one that helps candidates feel confident answering questions.

Inspired Recruitment 10 Questions You Might Be Asked In A Practice Manager Interview (And What The Employer Is Really Looking For)

Tell me about your management style.

What they are really looking for is how you lead people.

A strong answer focuses on supporting the team, setting clear expectations, and creating an environment where people perform well.

Example direction for the answer

“My focus as a manager is creating a team environment where people feel supported but also clear about standards. When the team feels confident and valued, patients notice that immediately.”

How do you deal with a difficult team member?

The employer wants to know you can handle problems calmly and professionally.

A good approach is to talk about communication, understanding the situation, and setting clear expectations.

Example direction

“I would always start by understanding the situation and speaking privately with the person involved. Most issues can be resolved through clear communication and making sure expectations are understood.”

How would you motivate a team?

Employers want someone who understands that motivation comes from recognition, support, and clarity.

Example direction

“I believe motivation comes from making sure the team understands the impact they have on patients while also recognising good performance.”

How would you improve the performance of the practice?

This question is really about commercial awareness.

Strong answers mention patient experience, team engagement, and patient loyalty.

Example direction

“I believe strong performance usually comes from delivering a great patient experience, supporting the team, and ensuring patients want to return to the practice.”

How would you handle a difficult patient?

Employers want to see emotional intelligence.

Example direction

“I would focus on listening carefully and understanding the concern. Patients usually want to feel heard and respected.”

How do you organise a busy practice?

They want someone structured.

Example direction

“I believe good organisation starts with clear planning, strong communication with the team, and making sure everyone understands their responsibilities.”

Why do you want this role?

They want to hear enthusiasm and commitment.

Example direction

Talk about your passion for patient care, leadership, and running a successful practice.

What do you think makes a successful optical practice?

Employers want to see commercial and patient awareness.

Example direction

“A strong team, excellent patient experience, and building long term relationships with patients.”

What would your first 90 days look like?

They want someone thoughtful.

Example direction

Understanding the team, learning how the practice operates, building relationships with patients, and identifying small improvements.

Why should we hire you?

This is about confidence and clarity.

Example direction

Focus on your experience, leadership approach, and commitment to creating a successful practice environment.