Interview Trends in the UK for 2026: What Professionals Need to Know

The way interviews are run in the UK has changed quickly in recent years. By 2026, most organisations are using a mix of traditional approaches and new technology. This blog looks at the biggest interview trends for UK professionals, based only on official sources such as CIPD, GOV.UK, Civil Service guidance and NHS Employers.

1. Interview Types in 2026

Hybrid Interviews Are Now Standard

Most employers start the process online and move to in-person interviews later.
Virtual interviews save time and offer flexibility, but many candidates find face-to-face meetings fairer and more personal.

Virtual Interviews

CIPD data shows video and telephone interviews remain very common.
They are often used for:

• First-round screening

• Interviews with candidates living further away

• Confidential conversations during working hours

AI-Supported Interviews (Used Sparingly)

Most UK employers are not using AI to run interviews.
A small number experiment with:

• One-way video interviews

• AI interview analysis

• Chatbot-based early-stage questions

Government guidance highlights the need for transparency, fairness and human oversight, so AI mainly supports rather than replaces people.

2. Interview Formats: More Structure, More Fairness

Competency-Based Interviews

Still one of the most widely used formats.
Candidates give examples of past behaviour linked to essential job skills.

Strengths-Based Interviews

Growing rapidly, especially in the public sector.
The Civil Service Success Profiles framework uses strengths to understand what energises a candidate.

Values-Based Interviews

Standard in healthcare and caring professions.
NHS Employers encourage values-based questions focused on compassion, teamwork and patient care.

Panel Interviews

Panels help reduce bias and ensure fairness. Common in:

• Civil Service

• NHS

• Education

• Finance

• Legal sector

Work-Sample, Case and Technical Interviews

These are strongly supported in official guidance because they predict performance well.

Examples include:

• Case interviews (finance, consulting)

• Coding and technical tasks (tech and engineering)

• Written exercises (legal sector)

• Scenario-based tasks (public sector and healthcare)

3. Sector-Specific Interview Trends

Tech

Expect skill-focused processes such as coding tests, technical problem-solving and behaviour-based interviews.
Fully virtual interview journeys are common, especially for remote roles.

Finance and Professional Services

Highly structured.
Often includes:

• Competency interviews

• Technical or financial case interviews

• Numerical/psychometric testing

• Multi-round panels

Healthcare (NHS and Private)

• Values-based interviewing

• Scenario questions focused on ethics and patient care

• Panel interviews with clinical and HR leads

• Practical simulations for some roles

Legal Sector

• Formal competency questions

• Ethical and scenario-based questions

• Written drafting tasks

• Partner-led panels

Creative Industries

• Portfolio-led interviews

• Practical creative briefs

• Culture-fit conversations

• Increasing use of structured questions to reduce bias

Public Sector (Civil Service, Local Authorities, Education)

• Competency and strengths-based interviews

• Structured scoring frameworks

• Diverse panels

• Clear links to public-service values

4. New Developments in Assessment

Gamified Assessments

Used mainly in graduate and early-career recruitment.
Game-based tasks assess cognitive skills, problem-solving or working style.

Simulations and VR

Simulated work scenarios (like in-tray exercises or role plays) continue to grow.
Some early adopters are trialling virtual reality for immersive job simulations.

AI in Assessment

Used carefully and typically only in early-stage screening.
Most organisations use AI to assist with tasks like:

• Transcribing or scoring interviews

• Identifying themes or keywords

• Automating early-stage Q&A

Human oversight is still essential.

5. What Candidates Expect in 2026

Official research shows candidates want:

• Clear communication and timelines

• Reasonable interview stages (not months of waiting)

• Some form of feedback

• Transparency about stages and scoring

• Hybrid interview options

• Roles aligned with their values

Many candidates now decline offers if the interview process feels slow, confusing or impersonal.

6. What Employers Expect

Employers look for:

• Prepared, well-researched candidates

• Strong soft skills and communication

• Authentic answers (not AI-generated or rehearsed)

• Comfort with online assessments and video interviews

• Alignment with organisational values

• Clarity on expectations and role fit

Official CIPD data also shows rising drop-outs and renegotiations, so employers increasingly want early commitment from candidates.

Final Thoughts

Interviewing in the UK during 2026 combines structure, fairness, technology and values. Whether you’re preparing for interviews or supporting others, understanding these trends helps you approach the process with confidence.

References (Official Sources 2025–2026)

CIPD – Chartered Institute of Personnel and Development

• CIPD (2025). Resourcing and Talent Planning Survey 2025.

• CIPD (2025). Labour Market Outlook, Spring/Summer 2025.

• CIPD (2025). Good Work Index 2025.

• CIPD (2025). People Profession Survey 2025.

• CIPD (2024). Selection Methods Factsheet.

• CIPD (2024). Fair and Inclusive Recruitment: Evidence Review.

UK Government / Civil Service

• GOV.UK (2025). Civil Service Success Profiles Framework.

• Civil Service Commission (2025). Recruitment Principles.

• Department for Science, Innovation and Technology (2023, current to 2026). Responsible AI in Recruitment: Guidance for Employers.

• DSIT (2025). UK AI Regulation Roadmap – Employment and Hiring.

NHS Employers

• NHS Employers (2025). Values Based Recruitment (VBR) Guidance.

• NHS Employers (2025). NHS Recruitment and Selection Good Practice.

ACAS – Advisory, Conciliation and Arbitration Service

• ACAS (2025). Recruitment and Selection: Employer Guidance.

• ACAS (2024). Reasonable Adjustments in Recruitment.

ONS – Office for National Statistics

• ONS (2025). Labour Market Overview: UK.

• ONS (2025). Homeworking and Hybrid Working Patterns in the UK.

Institute for Employment Studies (IES)

• IES (2025). Recruitment and Assessment Research Series.

• IES (2024–2025). Evidence on Skills-Based Hiring and Assessment Validity.

Additional UK Government Innovation Sources

• Defence Science and Technology Laboratory (Dstl) (2024–2025). DUCHESS Conversational AI Interview System Research.

About Diana
I’m Diana Dawson, Founder of Working Career. For more than 20 years, I’ve worked with professionals who want to navigate change, develop resilience, and create meaningful careers. My Career Change, Career Development, and Interview Coaching programmes blend human insight with modern tools (including AI) to give you clarity, confidence, and momentum.