11 Interview questions to ask to hire your next LPN

Key takeaways

These 11 LPN interview questions are grouped by the competency each one tests: clinical skill, communication, adaptability, teamwork, and tech comfort.

Every question comes with what a strong answer sounds like and what a weak one signals, so you can score candidates consistently.

Behavioral and situational questions reveal more than a resume, because they show how a candidate acted when a patient’s condition changed.

Watch for the red flags that repeat across answers, such as vagueness, blame-shifting, and no example of independent judgment.

Practice management software like Pabau keeps staff records, permissions, and shift schedules in one place, so a new LPN starts treating patients sooner.

Hiring an LPN who leaves after a few months is a costly mistake. So is hiring one who lacks the clinical skills your practice or med spa relies on every day.

Most guides to common questions for nursing interview prep are written for the candidate. This one is written for the person doing the hiring.

Below are 11 LPN interview questions, grouped by the competency each one tests. For every question you’ll see what a strong answer sounds like, and what a weak one tells you.

Treat it as a competency based interview rather than a chat about a resume. You’re testing clinical judgment, communication, adaptability, teamwork, and comfort with your software.

Get that right and you learn how someone behaves on a busy Tuesday, not how well they rehearsed.

Qualities to look for in an LPN candidate during the interview process

Look for eight things: clinical expertise, patient assessment, communication, documentation, compassion, time management, safety knowledge, and teamwork.

Formal training and certifications are the entry ticket. The eight traits below are what separate an LPN who fits your team from one who merely qualifies on paper.

Here is what to probe for during the interview:

• Clinical expertise — Monitoring vital signs, safe injection and medication administration, wound care, and catheterization. Wound care can extend to skin substitute grafts billed under CPT code 15272.
• Patient assessment — Recognizing changes in a patient’s condition, reporting concerns, and taking the right action.
• Communication skills — Clear verbal and written updates for patients, families, and the wider care team.
• Record keeping and documentation — Creating and updating client records and following healthcare regulations, such as HIPAA.
• Compassion — A caring, empathetic approach to a patient’s physical and emotional well-being.
• Time management and adaptability — Handling several patients at once and prioritizing tasks in a fast-paced practice.
• Knowledge of safety protocols — Following sanitation, hand hygiene, and isolation precautions that stop infections spreading.
• Teamwork and collaboration — Working alongside MDs, RNs, and front-desk staff so patient care stays coordinated.

A candidate can be strong on the first four and thin on the last four. That combination is worth knowing about before you make an offer, not after.

11 interview questions to ask LPN candidates

The list below mixes common behavioral interview questions with situational ones. Behavioral questions ask what a candidate has already done. Situational ones pose a scenario they may never have faced.

Together they show judgment under pressure, which a resume can’t. Use the table to see which competency each question is testing and what a weak answer looks like.

Ask them in the same order every time. That way you hire a skilled, compassionate, and reliable nurse, not the person who simply interviewed best.

1. Tell me about yourself and why you became an LPN

This open-ended question tests motivation, and it’s a good one to open with. It helps candidates loosen up before you move on to tougher topics.

It also gives you insight into their background and their commitment to nursing. In one survey, 79% of nurses said they would pick the profession again.

You want an LPN in that 79%, not the other 21%.

A strong response covers their education, the nursing school they attended, their license, and the courses they completed. It should also connect their experience to why they chose the job.

A weak response lacks detail and enthusiasm. Stating the number of years worked, with nothing on skills or motivation, tells you almost nothing about the candidate.

2. Tell me about your experience working in a healthcare setting

This question tests clinical breadth: how many settings they’ve worked in and how quickly they adapt to a new one.

A good response names the types of facility they’ve worked in and the responsibilities they held. It also covers how they worked with registered nurses (RNs) and other professionals.

A poor response, such as “I’ve worked in many different healthcare settings over the past two years,” is too vague. It may also point to frequent job changes worth asking about directly.

3. Why do you want to work here?

This question tests culture fit: whether their skills, values, and career goals line up with the job and your practice.

You also want evidence they’ve researched your business. If they can name specifics about your treatments or your ethos, they’ve prepared properly.

Good answer: “I’ve followed your practice for a while. I admire your commitment to patient-centered care and would love to contribute to the team.“

Poor answer: “I love that the team is made up of people my age.” That focuses on the social side rather than patient care or professional growth.

4. What qualities make a successful LPN?

This question tests how well the candidate understands the role they’re applying for.

An experienced LPN will know that a good answer includes qualities such as:

• Expertise in delivering high-quality care
• The ability to follow clinical instructions
• Accurate record-keeping
• Compassion and empathy
• Attention to detail
• The ability to work well under pressure

A candidate who names none of these, or answers in generalities, may have limited hands-on experience of what the role demands day to day.

5. Describe a situation where you had to think critically and make a quick decision about a patient’s care

Situational interview questions like this one test critical thinking, decision-making, and composure when a patient’s condition changes without warning.

A strong answer follows a clear shape. The candidate spotted a problem, made a call, told the right person, and can say how it turned out.

A weak answer, such as “I can’t think of a situation, but I usually wait for the RN’s instructions,” suggests thin experience. It can also signal low confidence in acting alone.

6. What strengths do you bring to the LPN role that will support our team?

This question tests teamwork, and whether the strengths a candidate is proudest of are the ones your practice actually needs.

A well-thought-out answer covers qualities like:

• Anticipating patient needs — Spotting what a patient will need before they ask for it.
• Making quick, informed decisions — Handling urgent situations confidently and safely.
• Being a team player — Working with the rest of the team rather than around it.
• Reliability — Turning up, following through, and keeping patient care consistent.
• Technical proficiency — Experience with practice management software or electronic medical records (EMR).

A poor answer claims they never need help from colleagues. An LPN works with MDs, RNs, and front-desk staff all day, so that answer signals a problem.

7. Tell me about a time when you took initiative at work without being asked

This question tests drive: whether the candidate acts without waiting for a supervisor to tell them to.

Good answer: “After a chemical peel, I noticed a patient had more redness and swelling than I’d expect, even though they’d been screened for allergies. I checked in with them, assessed the symptoms, and told the RN straight away.

We adjusted the aftercare plan and offered soothing treatments, and the patient felt supported throughout.” That answer shows attentiveness, responsibility, and a proactive mindset.

Poor answer: “I only do what I’m assigned.” That suggests no appetite for going beyond the basic job description.

8. How would you handle a situation where you disagree with your RN’s recommendation?

This question tests professional communication: whether the candidate can disagree with a senior colleague without either backing down or picking a fight.

A strong candidate wouldn’t follow an instruction they had doubts about. They would state the facts, ask for clarification, and confirm patient safety before proceeding.

A less experienced candidate may say they’d simply follow directions. That hesitation to speak up can point to low confidence or weak critical thinking.

9. How would you respond to concerns raised by a patient’s family about their care?

This question tests empathy and de-escalation, because LPNs field family questions far more often than RNs do.

A strong response shows active listening, empathy, and reassurance. The candidate acknowledges the concern, explains the care being given, and escalates to the RN when it matters.

Poor answer: “I would tell them it’s best to talk with the RN.” Handing over every question erodes the family’s trust in the whole team.

10. Have you used practice management software at previous practices?

This question tests tech comfort, which decides how much of your onboarding time goes on software training rather than clinical work.

An experienced LPN should be at home in an electronic health record (EHR) or a practice management system like Pabau, Zanda Health, or Semble. Costs differ widely between them, as our Practice Better pricing breakdown shows.

A strong answer names specific tasks rather than the software brand. Listen for work such as:

• Updating client records after a treatment
• Booking and rescheduling appointments, and filling last-minute cancellations from a waitlist
• Assisting with billing and invoicing
• Keeping documentation accurate and complete
• Sending automated appointment reminders and follow-ups

If a candidate has no direct experience, their willingness to learn matters just as much. A weak answer is a stated preference for keeping client records on paper.

11. What is the most challenging part of being an LPN?

This question tests self-awareness, and it’s the one candidates prepare for least.

A strong answer names a challenge they’ve actually met, such as managing time across a fully booked day. It then explains what they changed to handle it better.

A poor answer, such as “Dealing with difficult patients,” with nothing after it, suggests a narrow view of the job.

Additional questions to ask

Keep these seven in reserve for when an interview goes somewhere you didn’t plan, or when an answer needs testing a second time.

• What steps do you take to prevent medication errors?
• How do you stay up to date on healthcare best practices?
• How would you handle a non-compliant patient?
• What would you do if you were asked to do something outside your remit as an LPN?
• Have you ever made a mistake concerning a patient, and how did you resolve it?
• What do you find most rewarding about being an LPN?
• What are your salary expectations?

Questions LPN candidates may ask interviewers

Strong candidates almost always arrive with questions of their own. Here are the eight you should be ready to answer, and what a useful answer covers.

• What is the typical patient-to-nurse ratio here? — Give real staffing levels and explain how patient care is shared out.
• What are the main challenges LPNs face here? — Name the specific ones, such as busy periods or high client expectations. Be honest, but fair.
• What are the everyday responsibilities of an LPN in this practice? — Describe the duties, the patient care tasks, and anything else you expect.
• What are the opportunities for professional growth? — Share specifics on training and career development in your practice.
• What is the work culture like? — Give them a picture of the environment and the values behind it.
• Which practice management software do you use? — Name the system and say whether training is provided.
• What is the training and onboarding process like? — Explain the initial training and any mentoring in the first weeks.
• What shift schedules are available? — Be clear on regular hours, weekends, nights, and any on-call responsibilities.

Red flags to watch for across the whole interview

Four patterns matter more than any single wrong answer: vagueness, blame, passivity, and no curiosity about the job.

• Vagueness — Every example is “a patient” in “a setting.” Someone who did the work remembers the specifics.
• Blame — Former colleagues, managers, or patients are the reason nothing went well. Expect the same story about you later.
• Passivity — Every scenario ends with waiting for the RN. LPNs make small calls all day, and you need to hear one.
• No curiosity — They have nothing to ask you. It usually means the role is a placeholder, not a plan.

Score each answer pass, borderline, or fail while the candidate is still talking. Two borderlines in the same competency is a clearer signal than any overall impression.

Manage and onboard your new LPN with Pabau

Choosing the candidate is the quick part. Getting them productive means license checks, system access, shift cover, and training records, usually scattered across email and spreadsheets.

Pabau, our all-in-one practice management software, keeps that in one staff record. You set their permissions, add them to the schedule, and log their certifications before day one.

Permissions decide what a new LPN can see and change, so patient data stays protected while they learn your workflows. It also means you can hand them real work in week one.

From there, the same system handles the rest of the team’s day. It covers:

• Staff scheduling and shift templates
• Timesheets with clock-in and clock-out
• Permissions that protect patient data
• Commission tracking to reward your team
• Client records, bookings, and marketing in the same place

Onboard your new LPN without the admin scramble

Pabau keeps staff permissions, schedules, and training records in one place, so a new LPN starts treating patients sooner. Your managers spend less of the first month on paperwork.

Book a demo

Conclusion

Two candidates can give the same answer and mean very different things by it. The difference shows up in the detail they volunteer without being asked for it.

So ask the same 11 questions in the same order, and score each answer while it’s fresh. Notes you can compare side by side beat your memory of a good conversation.

Getting this wrong costs more than a rehire. Your team also spends months covering shifts and double-checking someone else’s documentation. Book a demo to see how Pabau keeps staff records, permissions, and schedules in one place once your new LPN starts.

Continue your research

Need the full hiring process, not just the interview? How to hire LPNs at your med spa covers where to advertise, what to screen for, and how to structure the offer.

Hiring beyond nursing this year? How to find and hire skilled estheticians for your med spa applies the same vetting approach to a very different scope of practice.

Still need a medical director on file? How to hire a medical director for your med spa explains the supervision rules and what the role actually involves.

Not sure what to offer? How much can you earn as an aesthetic nurse or practice owner gives you the pay benchmarks before a candidate names a number.

Building the practice around the team? How to start a med spa walks through the licensing, staffing, and setup decisions that come before your first hire.

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