Hi ParaAndy. Hope it goes well. I am assuming this is in person, as zoom interviews bring a whole raft of other challenges!

Emphasise the case study content used by NCRQ and how that has taught you to approach any problem or situation. Also the trainer quals - emphasise the influencing, communicating, and coaching skills that hide in the 'training' heading.

Any past experience which you can make relevant, including your work on sites - in advance, think of stories or situations you can summon up if a question seems to merit. Many interviews ask the "how would you deal with?" questions, so just have in mind some good solid situations to cover most eventualities. Perhaps trickier are 'give examples of where you HAVE . . . ' and then some H&S specific task, such as 'investigated, audited, dealt with non-conformance, done a report, etc'. 

I think IOSH has interview tips somewhere - seem to recall but I'm beyond that now. Good luck - and get there in really good time, better to wait around than be late (but you know that . . .)

If not do so NOW! See if you can get any clues as to their approach including where they stand on occupational health as against safety issues.

Looks like a practice post - Reported

the post immediately above mine, not the OP - thankyou 

I'm giving Gcadmin the benefit of the doubt and assuming that they might have hit the Post button before completing setting out their thought process!

Perhaps I should have added to my comments.

As a job hunter, sometimes you might not see eye to eye with the prevailing culture at the organisation who is interviewing you. Sometimes the interviewer(s) may recognise where they need to improve, sometimes not.

But part of the job satisfaction should often be about identifying what needs improving and coming up with pragmatic ideas as to how to progress, so being the catalyst for change.

So, if as example the organisation is not giving Occupational Health issues the priority that they should the person being interviewed has two choices:

1. Walk away - quite often not a sensible option if jobs are hard to secure. However, if the existing culture is one in which the solution is e.g. to dish out "yellow cards" when people are not using all their PPE, then the organisation will probably find someone quite happy to let this culture plod on.

2. Get the job, find one's feet and then start on an action plan, including how to persuade the decision makers to change course.