NHS Values Explained — The 6 Cs Every Applicant Needs to Know (2026)

If you have read any of our NHS application or interview guides, you have already seen us mention NHS values repeatedly without fully unpacking them. That stops here. The 6 Cs sit at the centre of every NHS supporting statement, every interview question, and every shortlisting decision — yet most applicants only have a vague idea of what they actually mean in practice. This guide breaks down each one individually, with real examples of how to demonstrate them in your application and interview.

[If you have not yet read our guide on how to write a supporting statement for an NHS band 3 job, read that alongside this one — every example below is designed to slot directly into that structure.]

What Are the 6 Cs in NHS Recruitment?

The 6 Cs are care, compassion, competence, communication, courage, and commitment. They originated as part of a wider NHS nursing and care strategy and have since become embedded across NHS recruitment at every band level, not just clinical nursing roles. Shortlisting panels and interview panels score candidates directly against these values, which means your application needs to demonstrate them explicitly rather than assume the panel will infer them from your work history alone.

The 6 Cs Explained With Examples

Care

Care is the foundation value — it means treating every patient, colleague, and member of the public with consistent attention and concern for their wellbeing. In an application, this is best shown through a specific moment where you noticed something a patient or colleague needed without being asked, and acted on it.

Compassion

Compassion goes beyond care — it is care delivered with genuine empathy, dignity, and respect, particularly toward people who are frightened, vulnerable, or in distress. A strong example involves a moment where you adapted your approach specifically because you recognised someone's emotional state, not just their practical need.

Competence

Competence means having the right knowledge, skills, and judgement to carry out your role safely and effectively, and knowing the limits of what you are trained to do. Demonstrating this often means describing a time you recognised something was outside your scope and escalated it appropriately, rather than overstepping.

Communication

Communication covers how clearly and sensitively you share information with patients, families, and colleagues. The strongest examples usually involve adapting your communication style for a specific person — explaining something complex in plain language, or delivering difficult news with sensitivity.

Courage

Courage means speaking up when something is not right, even when it is uncomfortable to do so. This is one of the most underused examples in NHS applications. A genuine example might involve raising a safety concern, challenging a decision you disagreed with professionally, or admitting a mistake honestly rather than covering it up.

Commitment

Commitment reflects consistency and reliability over time, not just a single good moment. Panels look for evidence that you follow through, show up reliably, and continue developing professionally rather than coasting once you are comfortable in a role.

Clinical Roles

👉 Consultant Psychiatrist in Forensic Psychiatry

👉 Band 5 Senior Outpatient Pharmacy Technician

👉 Band 7 Children and Young People’s Physiotherapist

IT Roles

👉 Senior Data Engineer

👉 Senior Data Warehouse Developer

👉 Information and Insights Analyst

👉 Macmillan Information and Support Assistant

👉 Information Analyst

👉 Technical Analyst

👉 Senior warehouse Developer

👉 BI Developer

👉 IT Integration Engineer

👉 Reporting Analyst

👉 Senior Database Administrator

How to Use the 6 Cs in Your Supporting Statement

Do not simply list the 6 Cs as words in your statement — panels see this constantly and it scores poorly. Instead, weave one or two values naturally into each STAR example you write, then explicitly name the value at the end of that example. This shows the panel you understand what the value means in practice rather than reciting it as a buzzword.

Common Mistakes When Addressing NHS Values

Naming a value without evidence: Simply stating you are compassionate carries no weight without a specific example demonstrating it in action.

Using the same example for every value: Each value deserves its own distinct example wherever possible — reusing one story repeatedly suggests limited experience.

Ignoring courage: Many candidates avoid this value because it can feel uncomfortable to discuss conflict or mistakes — but panels specifically look for it and its absence is noticeable.

Frequently Asked Questions — NHS 6 Cs

1: What are the 6 Cs in the NHS?

Care, compassion, competence, communication, courage, and commitment. These are the core values NHS recruitment panels assess candidates against at every band level.

2: Do all NHS roles get assessed on the 6 Cs, or just nursing?

All roles. While the 6 Cs originated in nursing strategy, NHS recruitment now applies them across clinical, administrative, and support roles at every band.

3: How do I show courage in an NHS application without sounding negative?

Focus on the positive outcome of speaking up — what improved, what was resolved, or what you learned — rather than dwelling on the conflict itself.

4: Can I use the same example for two different values?

Occasionally one strong example naturally demonstrates two values, but relying on this across multiple values suggests limited experience. Use distinct examples wherever possible.

5: Are the 6 Cs tested in NHS interviews as well as applications?

Yes. Values-based interview questions are specifically designed to test the 6 Cs through follow-up questions and probing for real examples beyond what was written in your application.

Conclusion — Making the 6 Cs Work for You

The 6 Cs are not abstract ideals — they are the exact criteria NHS panels use to score your application and interview. Understanding what each one means in practice, and preparing specific, honest examples for each, is one of the highest-leverage things you can do to improve your chances at every stage of NHS recruitment. Treat this list as a working checklist for your next application rather than background reading, and revisit it before every supporting statement and interview you prepare.