TOP 107 teacher assistant interview questions for candidate screening in 2025

Why Teacher Assistant Interview Questions Matter More Than You Think

Finding the right teaching assistant can make or break your classroom environment. As someone who's been in education for years, I've seen how the right TA can transform a struggling classroom into a thriving learning space, while the wrong hire can create chaos that affects both teachers and students. The interview process is your golden opportunity to identify candidates who truly understand the unique demands of supporting both educators and learners in today's educational landscape.

The Reality of Hiring Teaching Assistants Today

Teaching Assistant jobs are incredibly coveted, with the number of people vying for these positions growing each year. This means you have your pick of candidates, but it also means you need to be strategic about how you evaluate them. Teacher assistant interview questions serve as your primary tool for distinguishing between candidates who simply want a job and those who are genuinely passionate about educational support.

The interview portion of the hiring process is critical for teaching assistant positions because strong communication and interpersonal skills are best evaluated in an in-person setting. Professional teaching assistants are expected to be hardworking, approachable, good with children, and creative - qualities that can only be assessed through thoughtful questioning and observation.

What Makes Teacher Assistant Screening Unique

Each school will have a different way of screening teachers and support staff, but some questions tend to crop up across the board in education interviews. The TA interview typically consists of two main components: a traditional interview setting with one to three interviewers, and often a practical assessment. The interview panel might include headteachers, teachers, or current teaching assistants who understand exactly what the role demands.

There's often a practical assessment involved which could entail planning, preparing, and delivering a 1:1 activity, small group activity, or whole class session. This is because Teacher Assistants are the backbone of the classroom, providing essential aid to teachers and students alike, particularly when working with children aged 6-12 who need additional support and guidance.

Ready to Find Your Perfect Teaching Assistant?

Schools are keen to employ staff who intend to stick around, especially considering that all schools are responsible for safeguarding children and need reliable, trustworthy team members. With over 60 years of collective experience in education and having helped over 200,000 teachers and future teachers achieve their goals, we understand exactly what separates good candidates from great ones. Now, let's dive into the 107 best practice teacher assistant interview questions for 2025 that will help you identify the perfect candidate for your educational team.

Because you're reading this article, you might be interested in the following article as well: Pre Recorded Video Interview: Tips for Effective Hiring.

🏆 The list of TOP 107 teacher assistant interview questions in 2025

Can You Tell Us About Yourself?

This is often the first question in an interview and acts as a warm-up. While it sounds casual, it's your chance to spot how well the candidate communicates and ties their experience to the role.

Look for answers that are:

• Relevant to the position
• Show some enthusiasm for the field
• Give a brief career journey, not their life story

Best practice: Candidates should avoid rambling. A good answer is 1-2 minutes long and connects their background smoothly to the job they’re applying for.

Comment on Sample Answer:

> "For the past four years, I've been working in a primary school as a TA, mainly in Key Stage 1. I've also been helping out with lunch time and after-school clubs, and I love working in schools!"

This is a strong start. It’s clear, relevant, and shows passion for the school environment. The mention of Key Stage 1 experience and involvement in extra-curricular activities signals dedication and hands-on experience—key traits for a teaching assistant. You may want to follow up by asking: "What do you enjoy most about working with young children?" or "What skills have you developed while supporting after-school clubs?" to go deeper.

How Would You Manage Unexpected Behaviour?

This question helps evaluate how a candidate handles real-time challenges, especially under pressure. Unexpected behaviours—whether from students, customers, or team members—require calm, thoughtful communication and clear strategy.

A strong response would reference following existing policies (like a school’s behaviour management plan), while also showing initiative and emotional intelligence. Look for answers that include:

• Staying calm and composed
• Assessing the situation before reacting
• Following protocols if available
• Using positive reinforcement when appropriate
• Knowing when to escalate the issue

In the context of teaching assistants, for example, a common best practice is to handle minor disruptions with gentle interventions and only pull a student aside when truly necessary.

Pro Tip: Candidates who balance empathy with authority show they can maintain control while building trust. Ask follow-up questions to understand their judgment in when to act and when to de-escalate.

Why Do You Want to Be a Teaching Assistant?

This is a great question to uncover a candidate’s real motivations and connection to education. You're aiming to learn whether they’re truly passionate about supporting students or just looking for any available role.

Watch how they talk about students, inclusion, and the responsibilities of a Teaching Assistant. Strong candidates often share personal stories, values, or past experiences that show a deep understanding of what the role involves.

Look for responses that mention:

• A genuine interest in helping children learn and grow
• Awareness of the TA role—supporting teachers, aiding students, or managing classroom behavior
• Empathy, patience, and respect for different learning styles
• A belief in inclusive education and equal opportunity

Best practice tip: Custom follow-ups help here. For example, if they mention inclusion, ask, “How would you support a child who’s struggling socially or academically?”

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Candidate Response Example Comment:

“I want to be a Teaching Assistant because I have a profound passion for education and want to positively impact students' lives. I'm inspired by the role of a Teaching Assistant in creating an inclusive environment, and I believe every student deserves equal opportunities and access to education.”

This is a strong and well-rounded answer. The candidate clearly shows a passion for education and understands the purpose of a TA role beyond just academic help. They highlight inclusivity and equal opportunity, which reflects emotional intelligence and aligns with educational values. This kind of mindset often leads to positive classroom impact.

What qualities do you have that make you a good Teaching Assistant?

This question is key to understanding if a candidate has the right mindset and interpersonal skills to support both teachers and students in the classroom.

A strong response should include a mix of personal attributes and relevant experience that align with the demands of a teaching assistant role. Listen for answers that highlight qualities like patience, communication, empathy, dependability, and adaptability.

What to look for:

• A genuine passion for education
• Evidence of being student-centered
• The ability to build positive relationships quickly
• Skills in supporting learning needs
• Resilience and emotional intelligence

The comment shared is a solid response. The candidate shows enthusiasm for education and emphasizes relationship-building, which is essential for supporting students academically and emotionally. A best practice is to follow up by asking for a specific example—like a time they helped a struggling student succeed—to see how these qualities play out in real situations.

Why Do You Want to Work at Our School?

This question is designed to understand a candidate's motivations and whether they've done their homework about your school. Listen for responses that reflect genuine interest in your specific school environment—not just a generic desire to work anywhere.

A strong answer should mention:

• The school’s values or teaching philosophy
• Unique programs or community initiatives
• A match between the candidate’s skills and the school’s mission

Best practice: Look for answers that go beyond surface-level admiration. Candidates who reference specific initiatives, curriculum styles, or school culture show they've taken the time to learn about your institution.

Comment:

"I want to work here because I admire your strong emphasis on providing a comprehensive and inclusive education. Your commitment to fostering a positive and supportive learning environment resonates with my values as an educator."

This is a solid response. The candidate connects their personal values to the school's mission, which shows alignment and sincere interest. To evaluate further, you might follow up by asking which specific programs or initiatives stood out to them. This confirms whether they truly researched your school.

Can You Share a Time When You Worked Effectively with Children?

This question helps you identify candidates who can connect with children, adapt to their needs, and respond appropriately in different scenarios. It's key when hiring for roles in education, childcare, youth programs, or healthcare involving pediatric care.

Look for answers that show:

• Empathy and patience
• The ability to adjust their communication style
• Experience resolving conflict, encouraging development, or creating a positive impact
• Initiative and creativity in engaging children

Comment:

During my time at an after-school programme, I was able to positively impact a student's learning and personal growth. Recognising his challenges, I took the initiative to develop a personalised approach to support his learning.

Why this works: The candidate shows awareness and sensitivity to a child's needs, takes initiative, and demonstrates a commitment to helping the child grow. This kind of example reflects strong soft skills and accountability—both are great indicators of how they’d perform in child-focused roles.

Best practice tip: Encourage candidates to use the STAR method—Situation, Task, Action, Result. It gives structure to their response and helps you assess how effective they truly were.

What Is Your Experience With Special Educational Needs (SEN)?

Asking about a candidate’s experience with Special Educational Needs (SEN) helps you assess their understanding, empathy, and adaptability. Look for candidates who can speak confidently about specific strategies they've used to support SEN students, such as creating personalized learning plans, working closely with support staff, or using adaptive lesson materials.

Best practice: Ask for real examples. A strong candidate will share stories that highlight their patience, creativity, and success working with SEN learners.

Comment:

I believe in using a diverse range of teaching methods to cater to the unique needs and learning styles of students. Interactive and hands-on learning, in my experience, has been the most effective.

This response shows thoughtful reflection and a focus on inclusion. Look for candidates who speak about adjusting teaching methods and show genuine commitment to meeting each learner’s needs. Bonus points if they mention collaboration with parents or SEN coordinators.

What Are Your Weaknesses as a Teaching Assistant?

This is a common interview question designed to assess self-awareness, honesty, and willingness to grow. The key here is to look for thoughtful, constructive answers that show the candidate is reflective and open to learning. It's best to avoid generic or cliché responses like "I work too hard," and instead look for real, manageable weaknesses that won't directly interfere with their core responsibilities.

Best practice: Encourage candidates to mention a real challenge they’ve faced and describe how they’re actively working to improve it. The goal isn’t perfection—it’s progress and the ability to adapt.

A good answer might be:

> “I am always looking for ways to improve my skills and provide the best support for my students. One area that I am working on improving is my time-management skills.”

This kind of response shows the candidate is honest about an area of growth but is also proactive, which is a positive indicator of their mindset and work ethic.

What to look for:

• Self-awareness and ownership of the weakness
• A growth mindset
• Relevance of the weakness to the role
• Clear steps being taken to improve

Avoid candidates who struggle to give a real example or overly negative answers that raise red flags about their ability to work in a classroom environment.

Why do you think you'd be a good TA?

This question helps you spot candidates who understand the role and can clearly explain what makes them a strong fit. Look for answers that show self-awareness, relevant experience, and a genuine passion for working with students. A strong answer will include at least two solid reasons—whether it's experience in a classroom, natural patience, great communication skills, or a love for helping others succeed.

Best practice tip: Encourage candidates to back up their qualities with short examples, like “I’m patient and have worked with children who have special educational needs before,” or “I’m organized and always make sure the teacher has everything they need.” This helps separates honest confidence from vague claims.

You're not looking for someone to boast—you want someone who knows their worth and can explain why they’d thrive in the teaching assistant role.

Can you tell us about your experience working with children?

This is one of the most important screening questions when hiring for roles that involve working closely with children, such as Teaching Assistants (TAs), child care staff, or early education professionals.

Best practice approach: Look for candidates who speak confidently and clearly about their experience. You're not just looking for job titles—they should demonstrate hands-on involvement with children, highlighting both the setting and their responsibilities.

For more experienced candidates, their answer should include:

• The type of schools or institutions they’ve worked in
• Age groups they've supported
• Size of classrooms
• Specific tasks or learning activities they've been involved in

If the candidate is less experienced or just starting out, that’s okay. Look for transferable experiences like:

• Babysitting
• Volunteering at events, youth clubs, or sports teams
• Helping siblings or family members

Green flags to listen for:

• Real examples of interactions with children
• Awareness of child safety or learning needs
• Passion or genuine interest in working with kids

Red flags:

• Vague answers
• No direct or indirect experience
• Lack of understanding of the role responsibilities

This question helps assess both experience and enthusiasm, which are equally important when hiring someone to work with children.

What made you pick this school?

This question is a great way to learn what truly motivates the candidate beyond just needing a job. You want to see if they’ve done their homework and have a clear, genuine reason for picking your school. Look for answers that reference:

• The school’s values or mission
• Unique teaching approaches or programs
• Reputation in the community
• Opportunities for personal or professional growth

Avoid red flags like:

• “It’s close to my house.”
• “You had an opening.”

Best practice tip: Candidates who can align their personal teaching philosophy with the school’s mission usually make better cultural fits. Look for thoughtful responses that show real interest and intentional application.

What do you think makes a good TA?

This is a great open-ended question to evaluate a candidate’s understanding of the teaching assistant role and how they see themselves contributing. It gives insight into their values, work style, and level of preparation. Look for responses that balance classroom skills with interpersonal awareness.

A strong answer usually includes a mix of these key qualities:

• Strong communication skills – They should be able to explain ideas simply and effectively.
• Patience and empathy – Working with students requires emotional intelligence and the ability to manage different learning paces.
• Flexibility – Every day in a classroom is different. A good TA needs to adapt quickly.
• Initiative – Proactive support is key; waiting to be told what to do isn't enough.
• Pre-class preparation – A great TA reviews material ahead of time to reinforce the teacher’s lesson plans.
• Collaboration – They must work smoothly with the lead teacher and other staff.
• Understanding role boundaries – They support the learning, not lead it. Knowing when to step up or step back is essential.

Best practice tip: Encourage candidates to give examples from their past experience that show these qualities in action. That’s how you move from vague traits to real, useful insights. Bonus points if they understand and reference how their role helps both students and teachers succeed. Look for originality, but ensure they still cover the basics.

How do you deal with disruptive children?

This question helps assess how a candidate manages challenging behavior and maintains a calm, productive environment—especially important in roles involving children, such as teaching or childcare.

The best answers should focus on a real-life example. Here's what to look for in a strong response:

• Identifying the problem: They should clearly describe the disruptive behavior.
• Setting the scene: A bit of context helps—what was the environment, who was involved, what were the stakes?
• Their approach: Look for methods that show patience, consistency, and emotional intelligence.
• Outcome and reflection: How did the child respond, and what did they learn from the experience?

A good response might sound like this:

"Once I was in charge of a group of ten 6-year-olds and one child constantly interrupted others during storytime. I calmly separated the child and gave them a specific task to help redirect their energy—like helping me turn the storybook pages. Afterward, I took time to understand if something had triggered the behavior. The disruption stopped and the child remained engaged."

This shows empathy, problem-solving, and the ability to adapt. Encourage candidates to reflect on why they handled things the way they did—it's just as important as the action itself.

How do you support teachers in the classroom/how would you support a teacher in the classroom?

This question helps you evaluate whether the candidate understands the team-based nature of teaching and the role of a Teaching Assistant (TA). It’s not just about working with students — it's also about how well the TA works with the classroom teacher.

What to look for in strong responses:

• Specific examples of how they have supported teachers in the past
• Communication and collaboration skills
• Willingness to take initiative and follow direction
• Understanding that their role helps the classroom run smoothly

Best practice: Look for candidates who show they see themselves as a partner in the classroom environment, not just a helper on the sidelines. Great TAs often anticipate needs, adapt to the teacher’s style, and contribute ideas when appropriate.

Sample strong response indicators:

• “In my last role, I regularly prepared learning materials ahead of time to support the teacher’s lesson plans.”
• “I always check in with the teacher before class to make sure we’re aligned on what’s coming up.”
• “If the teacher needed help managing group work, I’d take an active role in supporting one of the groups to keep students on track.”

This question provides insight not just into their past actions but also their working style and mindset. Strong candidates will reflect a team-focused attitude and give 1–2 practical examples of collaboration in the classroom.

What ideas do you have for helping a child who is struggling in class?

This question helps the interviewer understand how a candidate supports individual learners and adapts their approach for students facing challenges. It shines a light on patience, creativity, and empathy — qualities you want in a strong educator or teaching assistant.

Best practice: Before answering, candidates should ask clarifying questions. For example, “Is the child struggling academically, socially, or emotionally?” This shows emotional intelligence and a thoughtful approach.

Strong responses often include:

• Personalized support techniques — such as one-on-one mentoring or adjusting lesson pace
• Collaboration with parents and teachers to align support strategies
• Using visual aids or hands-on activities to make learning more accessible
• Creating a safe, encouraging environment where the child feels comfortable participating
• Regularly tracking progress and adjusting support as needed

Candidate responses should include clear examples of times they helped a child overcome difficulties. “In a previous role, I worked with a student who had anxiety around math. I introduced fun, low-pressure games to rebuild their confidence, and over time, we saw real improvement.” This gives solid evidence of problem-solving and empathy.

What is your experience level when it comes to dealing with parents?

This question helps hiring managers understand how comfortable and capable the candidate is in handling communication with parents — especially in roles within education or childcare settings where this is often necessary.

Comment:

Not all teaching assistants will deal directly with parents, but in many schools and early years settings, it’s a key part of the role. If the candidate has experience, they should go beyond just saying “yes”. A strong response includes:

• A specific example of a situation involving a parent
• A brief explanation of the challenge or concern
• How the candidate handled the communication (keeping it professional and calm)
• The solution or resolution
• A positive outcome or feedback from the parent or school leader

Best practice: Look for candidates who can demonstrate empathy, strong communication, and problem-solving skills. Handling a tough conversation with a parent well is a sign they can manage emotional or sensitive interactions effectively.

What's the most challenging situation you've had to deal with and how did you deal with it?

This question helps you understand a candidate’s problem-solving abilities, resilience, and approach under pressure. You're not just looking for the situation—they should walk you through their thought process and actions.

What to listen for:

• A clear, specific example.
• What role they played in the situation.
• The steps they took to handle it.
• The outcome and what they learned from it.

Candidates who give vague answers or shift blame may lack accountability or self-awareness. Look for responses that show ownership, calm under pressure, and creative thinking.

This is also a great question to reveal emotional intelligence—did they manage a conflict with tact? Did they take feedback and adapt?

Pro Tip: If the candidate is a fresh graduate or applying for an entry-level role like a Teaching Assistant, it's okay if they share examples from school, personal life, or volunteer work. What matters is how they handled the challenge, not just where it happened.

Best practice: Encourage candidates to use the STAR method (Situation, Task, Action, Result). This keeps the answer structured and easy to follow.

What experience do you have working with children, and how has it prepared you for this role?

This is a key screening question when hiring for any role involving children, such as a Teacher Assistant, Childcare Worker, or Youth Mentor. You're looking for direct experience, but also how that experience has shaped their approach to working with kids.

What to look for in strong responses:

• Specific roles they've held with children (e.g., nanny, camp counselor, tutor)
• Mention of age groups they’ve worked with
• Skills developed—like communication, patience, creativity, or behavior management
• Evidence of adaptability and understanding of children's needs

Candidate Comment Example:

> “In my previous role as an after-school program coordinator, I worked with children aged 6-12, creating and implementing educational activities. This experience honed my ability to manage diverse learning needs and taught me how to engage students effectively. I've developed strong communication skills and learned to adapt my approach to support individual learning styles, which I believe will serve me well as a Teacher Assistant.”

Recruiter Tip: This is a solid answer. The candidate provides a clear example, includes the age group, and reflects on transferable skills like communication and adaptability. Look for this kind of depth—not just a job title, but how the experience prepared them.

Best Practice: Always encourage candidates to reflect on the impact of their experience, not just describe the duties. This helps separate strong candidates from those with less hands-on insight.

How would you assist a teacher in managing classroom behavior?

Comment: This is a great answer that shows your proactive approach and teamwork skills. You highlight setting clear expectations, which is one of the best practices in classroom management. Your experience supporting a reward system demonstrates your ability to implement positive reinforcement—something many schools value. Also, offering one-on-one support shows empathy and a student-centered mindset.

When evaluating answers to this question, look for candidates who:

• Understand the importance of consistency and structure in the classroom
• Mention positive reinforcement strategies (like reward systems)
• Have experience working directly with students, especially those who need extra support
• Focus on collaboration with the teacher, rather than taking control

Avoid responses that are vague or only focus on discipline. The best candidates show they can help prevent problems before they start, not just react to them.

Can you describe a time when you had to adapt your communication style to help a student understand a concept?

This question helps assess a candidate's ability to adjust their communication based on the needs of the learner. It’s especially vital for educators, trainers, or roles that involve mentoring or instruction. You're looking for examples that show flexibility, empathy, and a student-focused approach.

Great responses should include:

• A clear description of the challenge
• The method used to adapt the communication style (visuals, analogies, hands-on methods, etc.)
• The outcome or improvement that followed
• Reflection on how this experience impacted their future approach

Best practice tip: Look for candidates who show not only that they were successful but that they learned something from the process and applied it again later. That shows growth mindset and adaptability.

Comment:

Recently, I worked with a student who was a visual learner struggling with verbal instructions. To help them grasp a math concept, I created a set of visual aids and interactive activities. This approach made the concept clearer for the student, and they were able to complete their assignment successfully. It reinforced my belief in the importance of personalized communication and has since become a regular part of my teaching toolkit.

Evaluation tip: This answer ticks the right boxes—problem, solution, result, and reflection. The candidate showcases not only that they helped the student, but that they learned from it and expanded their skill set. Strong indicator of a thoughtful and adaptable communicator.

What strategies do you use to support diverse learners in the classroom?

Comment: In my previous role, I supported a classroom with diverse learners by employing differentiated instruction strategies. For instance, I used visual aids, hands-on activities, and peer tutoring to accommodate various learning styles. I also completed a workshop on supporting English language learners, which equipped me with effective techniques for language development. Collaborating with the lead teacher, we were able to create an inclusive environment that supported each student's growth.

Why this matters during screening: This question measures a candidate's experience, adaptability, and awareness of inclusive teaching practices. The best candidates will show a thoughtful understanding of how to reach students at different learning levels. Look for:

• Use of differentiated instruction
• Experience with ELL (English Language Learner) support
• Collaboration with colleagues or special education staff
• Willingness to learn and apply new techniques

Best practice tip: A strong answer will be specific. They should describe strategies used and link them with successful outcomes. Generic answers like “I try to help everyone learn” may not show real experience. Listen for evidence-based methods and flexibility in their teaching approach.

How do you handle a situation where a student is not engaging with the lesson?

This question helps gauge a candidate's ability to identify disengagement early, respond with empathy, and adapt their teaching style to meet student needs. You're looking for signs that they don't just notice disengaged students, but take proactive steps to re-engage them.

What to listen for:

• Awareness of different reasons why students disengage (boredom, confusion, personal struggles)
• Willingness to open a dialogue with the student to understand the issue
• Use of differentiated instruction or personalized support
• Evidence of behavior or performance improvement as a result

Why this matters: A strong candidate won’t just follow a lesson plan blindly. They’ll adjust their teaching methods to ensure all learners stay engaged. In the example above, the candidate shows that they took the time to understand the student's struggle, provided extra help, and tracked progress, which shows both care and methodical thinking.

Best practice approach: The ideal answer includes:

• Identifying the problem
• Communicating with the student
• Adapting strategies
• Monitoring improvement

This demonstrates a balance of teaching skill and emotional intelligence—essential in today’s classrooms.

What role do you believe a Teacher Assistant plays in assessing student progress?

As a Teacher Assistant, I see my role in assessment as providing support in both observation and documentation of student progress. In my last position, I worked closely with the teacher to track students' daily performance and contributed to developing formative assessments. By providing detailed observations and insights, I helped tailor instruction to better meet individual student needs, which in turn improved overall academic outcomes.

Comment: This is a strong response that highlights the collaborative role of a Teacher Assistant in the assessment process. Look for candidates who can explain how they observe and interpret student behavior, assist in data collection, and adjust instruction accordingly. The best responses will show initiative and awareness of student learning needs.

Best Practice: Teacher Assistants who contribute to assessment aren’t just passive observers—they’re active partners in learning. A good candidate will mention how they support modifications to instruction through what they notice in the classroom.

How do you support a lead teacher in preparing lesson plans and classroom activities?

This question helps assess a candidate's ability to collaborate, take initiative, and understand classroom dynamics. You're looking for someone who can support instruction but also bring creativity and structure to student engagement.

Look for answers that show:

• Collaboration with the lead teacher
• Understanding of curriculum standards
• Use of interactive learning strategies
• Ability to adapt materials for diverse student needs

Strong responses will mention proactively assisting with:

• Research and resource gathering
• Aligning plans with learning outcomes
• Offering ideas for engaging activities like group projects or educational games
• Considering different learning styles

A great candidate not only supports logistics but adds value to the teaching process. Best practice is to favor candidates who focus on enhancing engagement and learning while respecting the lead teacher’s role.

Describe a time when you had to communicate with parents about their child's progress or behavior. How did you handle it?

This question is key for roles in education or childcare, especially teaching positions. It helps reveal how well a candidate manages sensitive conversations and demonstrates their emotional intelligence, communication skills, and ability to create partnerships with parents.

Look for responses that include:

• A real-life example with context
• Empathy and professionalism
• Clear communication with parents
• Collaboration and a solution-focused approach
• Maintaining a positive tone

Best practice: Strong candidates will show they can handle difficult discussions without placing blame, and they focus on the child's development.

Great answer example: “During a parent-teacher conference, I had to discuss a student's behavioral challenges with their parents. I approached the conversation with empathy, providing specific examples of the behavior and its impact on the classroom. I also highlighted the student's strengths and suggested strategies we could implement both at home and in school to support positive change. The parents appreciated the constructive feedback and were receptive to collaborating on a plan to help their child succeed.”

This kind of response signals emotional awareness, proactive communication, and a team mindset—all of which are critical for building trust with families. Keep an ear out for a positive, constructive tone rather than frustration or criticism.

Walk me through your resume.

This is a great open-ended question to kick off any interview. It helps you see how a candidate tells their own story and what they consider important. Pay attention to the clarity, confidence, and relevance in their response. You want to see how well they can communicate their career path, connect past roles to the one they’re applying for, and highlight achievements and growth.

Best practice: Listen for more than just a repeat of what's on paper. A strong candidate will use this moment to showcase their journey, how they’ve evolved, and why they’re a good fit now. This gives insight into their professionalism and self-awareness.

Red flags to watch for:

• Reciting the resume word-for-word with no added value.
• Skimming over gaps in employment or job-hopping without explanation.
• Struggling to make connections between past experience and the role at hand.

When used effectively, this question sets the tone for the interview and offers a quick look into both experience and presentation skills.

What is the greatest strength that you think you bring to this role?

This is a classic interview question, but it's still one of the most effective ways to understand how candidates see themselves and their value. You're not just looking for a positive trait—you want to hear how their strength matches what the role truly needs.

What to look for:

• Alignment with the job's key requirements
• Demonstrated self-awareness and confidence
• Examples that back up their claim

Best practice tip: Don’t accept vague answers like “I’m a hard worker.” Ask follow-up questions to dig deeper. For example: “Can you give me a recent situation where that strength made a difference in your work?”

This keeps the conversation grounded in real-world experiences and helps you determine if their strength is genuine and relevant.

Use this question to evaluate both mindset and fit for the team or company culture. The best candidates will connect their personal strength with how it will help your company succeed.

What do you think is your greatest weakness?

This question may seem cliché, but it's still a smart way to understand how self-aware a candidate is. You're not necessarily looking for a flaw — you're looking at how the candidate explains it and what they've done to handle it.

A strong answer shows:

• Self-awareness
• Accountability
• A proactive mindset

Watch out for answers that try too hard to sound humble ("I'm a perfectionist")—these are often rehearsed. Instead, encourage real responses tied to professional growth.

Best practice tip: Listen for candidates who mention real examples of how they've worked to improve. It shows they’re coachable and care about personal development.

Describe for me how you view the role of a teaching assistant.

This is a great question to understand how a candidate sees their place in the classroom. You're looking for responses that show awareness of both student support and teacher collaboration.

Look for signs that the candidate:

• Knows their job goes beyond just helping with activities
• Understands the importance of reinforcing lessons and classroom structure
• Values teamwork with the lead teacher
• Has empathy and patience with students
• Recognizes their role in promoting a positive learning environment

Best practice: A solid response mentions helping students, aiding the teacher, and being proactive in improving the classroom experience. Watch out for vague answers like “just assisting” without explaining how or why.

Do you think you would find a teaching assistant position fulfilling? Have you found prior TA positions fulfilling? If yes, tell me in what ways.

This question helps uncover the candidate's genuine interest and motivation for pursuing a teaching assistant role. You're not just hiring someone to do tasks—you want someone who finds purpose and value in supporting teachers and students.

Listen for signs of:

• Passion for education
• Enjoyment in helping others learn
• Personal satisfaction from working with students
• Alignment with the school's mission or teaching style

The best candidates will speak about specific moments that brought them fulfillment, such as:

• Helping a student grasp a difficult concept
• Contributing to a positive classroom environment
• Building positive relationships with teachers and students

Red flag: If their answer is very surface-level or focused only on using the job as a stepping stone, it might signal a lack of long-term engagement.

Best practice tip: Follow up by asking how they measure success in roles like this. It gives you insight into what "fulfilling" really means to them.

💡 Remaining 77 questions...

The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.

Download E-Book here 👉

Expanding your educational support team? Pair this guide with teacher interview questions and customer service interview questions to build a well-rounded screening process for all classroom support roles.

Why Video Screening Software is Transforming Teacher Assistant Recruitment

The recruitment landscape for educational positions has evolved dramatically in recent years. Video screening software has become an essential tool for schools and educational institutions looking to streamline their hiring process for teacher assistant positions.

Traditional interview methods often fall short when dealing with high volumes of candidates. Schools are now turning to digital screening solutions to efficiently evaluate potential teacher assistants before investing time in lengthy in-person interviews. This technology allows hiring managers to assess communication skills, classroom presence, and teaching aptitude through pre-recorded video responses.

The Growing Adoption of Video Screening in Education

Educational institutions are embracing video screening technology for several compelling reasons. First, it saves significant time and resources by filtering candidates early in the process. Schools can review responses at their convenience, making it easier to coordinate busy schedules among hiring committees.

Video screening also provides a more comprehensive view of candidates than traditional paper applications. Hiring managers can observe body language, communication style, and confidence levels - all crucial factors for teacher assistant roles where interpersonal skills matter greatly.

The technology has proven particularly valuable for remote screening processes, allowing schools to cast a wider net when searching for qualified candidates. This expanded reach often results in finding better matches for specific classroom needs and teaching environments.

Ready to Streamline Your Teacher Assistant Hiring Process?

Don't let inefficient screening processes hold back your school's ability to find the best teacher assistants. Modern video screening tools can transform how you evaluate candidates, saving time while improving hiring outcomes.

Discover how Candidate Screenings can revolutionize your teacher assistant recruitment today →