Audio Coursesby JellypodLesson 08 of 26
Overview
Will, EnableUs Community: Hey everyone, welcome back to the EnableUs Community Podcast. I’m Will, and I’m here with Winter. Today, we’re diving into something that, honestly, gets overlooked way too often—how to interview for both skill and values, especially in NDIS roles.
Winter, EnableUs Community: Hi folks! Yeah, this is such a big one. I mean, it’s easy to get caught up in ticking off qualifications, but if you’re not looking for empathy or that person-centred mindset, you’re missing the point, right?
Will, EnableUs Community: Exactly. Like, the NDIS Commission doesn’t just want you to check paperwork and move on. They actually require us to dig deeper, to make sure candidates are a good fit for the work and the people we support. It’s about more than just, you know, what’s on the résumé.
Winter, EnableUs Community: Totally. And it’s not just about compliance, either. If you get this wrong, you risk hiring someone who might not respect participant safety or, honestly, could just bring down the whole team vibe. That’s a big deal.
Will, EnableUs Community: Yeah, and I’ve seen it firsthand. I remember this one candidate—her résumé was, well, pretty standard, nothing flashy. But in the interview, she told this story about supporting a participant who was having a really rough day. She didn’t just follow the care plan; she actually listened, adapted, and made sure the person felt heard. That kind of empathy? You can’t fake it, and you definitely can’t see it on paper.
Winter, EnableUs Community: That’s such a good example. And honestly, those are the people who stick around, too. They’re not just there for a job—they care about the work and the people. That’s what you want in your team.
Winter, EnableUs Community: So, let’s talk about how you actually structure these interviews. I always say, don’t just wing it. You need a plan, right?
Will, EnableUs Community: Yeah, for sure. I like to break it into three parts. First, you build rapport—just get the candidate comfortable. Like, “Tell us a bit about yourself and why you applied.” It sounds basic, but it sets the tone.
Winter, EnableUs Community: And then you move into the skills and experience stuff. That’s where you can get a bit more technical. But I reckon the real gold is in the third part—those scenario-based questions that dig into values.
Will, EnableUs Community: Yeah, and for the skills bit, I always use the STAR method. You know, Situation, Task, Action, Result. Like, “Tell me about a time you supported someone with complex needs.” If they can walk you through it step by step, you know they’ve actually done it, not just read about it.
Winter, EnableUs Community: Exactly. And then, for values, I love questions like, “What does person-centred support mean to you?” or “How do you handle boundaries with clients?” You can tell pretty quickly if someone’s just giving you the textbook answer or if they actually get it.
Will, EnableUs Community: Yeah, or even, “What would you do if you saw a colleague acting in a way that might be unsafe for a participant?” That one always gets interesting answers. You want someone who’s not afraid to speak up, but also knows how to handle it professionally.
Winter, EnableUs Community: And don’t forget advocacy. Like, “Tell me about a time you advocated for someone’s independence.” If they light up talking about empowering people, that’s a good sign.
Will, EnableUs Community: Yeah, and if their answers are super vague, or they can’t give you a real example, that’s a bit of a red flag for me. You want specifics, not just buzzwords.
Will, EnableUs Community: Speaking of red flags, there’s a few that always make me pause. Like, if someone doesn’t seem to know what the NDIS is, or they use language that’s, I dunno, a bit disrespectful or outdated—that’s a worry.
Winter, EnableUs Community: Yeah, or if they can’t explain basic stuff, like what safeguarding means, or how they’d handle confidentiality. That’s not just a training issue, that’s a mindset thing.
Will, EnableUs Community: And honestly, if they’re a bit too casual about sharing stories—like, giving away details about past participants—that’s a big no from me. Confidentiality is huge in this work.
Winter, EnableUs Community: Absolutely. That’s why I’m a big fan of using a scorecard. It sounds a bit formal, but it keeps you consistent. Everyone gets the same questions, and you can actually compare notes after. Plus, always take notes—either during or straight after. I always think I’ll remember, but, yeah, I never do.
Will, EnableUs Community: Yeah, same. And don’t forget reference checks. I know it’s tempting to skip if you’re in a rush, but it’s worth it. Just make sure you ask for permission first, obviously.
Winter, EnableUs Community: Oh, and I’ve got a story about this. Ages ago, my team was hiring for a support worker role. We used a standardised interview process—scorecards, scenario questions, the whole lot. There was this one candidate who, on paper, looked perfect. But during the interview, their answers were just… off. Like, they didn’t really get the whole person-centred thing. Because we had the process, it was clear to everyone, and we ended up not hiring them. Later, we found out they’d had issues at a previous job. Dodged a bullet, honestly.
Will, EnableUs Community: That’s such a good example. It’s not about being picky for the sake of it—it’s about protecting your team and your participants. And, you know, making sure you’re building a team that’s got both the skills and the heart for the job.
Winter, EnableUs Community: Exactly. So, if you’re listening and you’re about to run interviews, just remember—structure matters, values matter, and don’t be afraid to dig a little deeper. It’s worth it in the long run.
Will, EnableUs Community: Couldn’t have said it better. That’s all from us for today, but we’ll be back soon with more tips and stories from the NDIS frontline. Winter, always a pleasure chatting with you.
Winter, EnableUs Community: You too, Will. Thanks everyone for tuning in. Take care and see you next time!
