When you hire support workers under the NDIS, you’re not just hiring staff. You’re welcoming someone into your team who will play a vital role in people’s lives. Choosing the right worker takes thoughtful interviewing, clear questions, and a deep understanding of the qualities that make support truly empowering.
Drawing from the NDIS Workforce Capability Framework and real-world best practices, here’s your guide to interviewing support workers effectively. With practical questions, insights, and reasons why they matter.
Why Asking the Right Interview Questions Matters
When hiring support workers under the NDIS, it’s not just about qualifications, it’s about mindset, values, and behaviour. The NDIS Workforce Capability Framework outlines what “great support” looks like, from empowering choice to respecting rights. As a provider, your interview process should reflect those same principles. The best interview questions go beyond surface-level answers and help you understand:
- Behaviour – How the candidate handles real-life situations and pressure
- Skills – Whether they have the experience to meet your participants’ specific needs
- Mindset – If they truly align with the NDIS values of choice, control, and inclusion
By asking the right questions, you can find support workers who don’t just tick boxes. But genuinely improve lives. Let’s explore the most effective ones to ask.
Key Interview Questions for Hiring the Right NDIS Support Workers
The interview is your chance to look beyond the resume and understand how a candidate thinks, reacts, and supports people with disability. A great support worker brings more than qualifications, they bring compassion, resilience, and a person-first mindset. Use these questions to guide meaningful conversations and find the right fit for your participants.
1. Ask Scenario-Based Questions to Uncover Real Reactions
Put the candidate in a realistic situation and ask how they would respond.
Example: “Tell me about a time a participant chose to do something risky. What did you do, and what was the outcome?”
You’re looking for a response that balances respecting the participant’s autonomy with thoughtful risk management. Not just shutting things down “for safety.”
2. Use Behavioural Questions to Predict Future Actions
Explore past experiences to understand how the candidate might handle challenges in your team.
Example: “Can you share an example of how you helped someone overcome a life challenge?”
Strong answers will show initiative, problem-solving, and emotional intelligence. These are all essential for quality disability support.
3. Explore Values and Mindset to Find Cultural Fit
Your organisation’s culture matters. Ask values-driven questions to learn how the candidate sees their role.
Examples:
- “What does supporting someone with independence and respect mean to you?”
- “How do you ensure dignity and choice in everyday care?”
These answers reveal whether they approach their work with empathy, inclusivity, and participant empowerment. Which are all cornerstones of the NDIS.
4. Confirm Qualifications and Relevant Experience
Ensure the support worker has the right background to meet your participants’ needs.
Example: “What experience or qualifications do you have working with people who have similar support needs?”
Look for formal training, relevant certifications, or hands-on experience. Especially with participants who have complex care requirements.
5. Ask Ethics and Compliance Questions to Protect Safety
Support workers must follow NDIS standards and respond appropriately to sensitive situations.
Example: “What would you do if you suspected abuse or neglect?”
An exceptional answer will refer to the NDIS Code of Conduct, mandatory reporting protocols, and ethical decision-making.
6. Test Their Resilience and Adaptability
Support work can be emotionally and physically demanding. Resilience is key.
Example: “How do you cope when faced with a high-pressure or stressful situation?”
Look for examples of self-regulation, problem-solving, and practical coping strategies.
7. Understand Their Motivation and Long-Term Commitment
Passion matters, especially in support work.
Example: “What inspired you to become a support worker, and what keeps you going?”
The best candidates will speak from the heart, showing genuine purpose, empathy, and a desire to make a difference in people’s lives.
Structure Your Support Worker Interview for Success
Before the interview we recommend choosing a few core capabilities from the NDIS Workforce Capability Framework (like “Uphold rights” or “Support my self-direction”). Use these as a direction to assess the potential candidates ability to protect and respect participant’s rights. Try to tailor your questions to explore those capabilities in action.
During the interview use the STAR method (Situation, Task, Action, Result) to guide and evaluate responses. Then, observe how they communicate. Are they clear, respectful, and people-first?
A great support worker doesn’t just answer well, they connect well. They show they’re someone you’d trust to support the people who trust you.
Top Skills and Personal Qualities to Look For in an NDIS Support Worker
1. Empathy
Support workers must be able to connect with participants on a human level, showing genuine care, understanding, and emotional sensitivity.
2. Respect for Choice and Autonomy
A great support worker honours each participant’s right to make decisions about their own life. Even when those decisions carry risk.
3. Clear Communication Skills
They need to listen actively, speak clearly, and adapt their communication style to suit the participant’s needs (e.g., non-verbal, Easy English, CALD backgrounds).
4. Reliability and Accountability
Punctual, consistent, and dependable. Participants rely on support workers to show up when they say they will and follow through on tasks.
5. Cultural Awareness and Inclusion
The ability to support people from diverse backgrounds, including Aboriginal and Torres Strait Islander peoples, CALD communities, and LGBTQIA+ individuals.
6. Problem-Solving Skills
Support workers often work independently and need to think on their feet in unfamiliar or challenging situations.
7. Understanding of Disability and NDIS Principles
They should have foundational knowledge of disability rights, person-centred practice, and the NDIS Code of Conduct.
8. Emotional Resilience
Support work can be emotionally taxing. Workers should be able to manage stress, stay calm under pressure, and seek help when needed.
9. Adaptability
No two days are the same. Great support workers adapt to changing needs, preferences, and environments.
10. Teamwork and Collaboration
Even when working one-on-one, support workers are part of a wider circle of care, including families, coordinators, and health professionals.
11. Commitment to Safety and Compliance
They must follow correct procedures, maintain privacy, report concerns, and uphold all duty of care responsibilities.
12. Organisational and Time Management Skills
Managing shifts, appointments, medication, or transport requires solid planning and prioritisation.
Want Help Building a Strong NDIS Workforce?
Whether you’re recruiting for SIL, in-home care, complex support, or day programs, hiring the right people is critical. Let’s help you find staff who match your values and meet your participants’ needs.
Reach out to our team today for provider resources and support.