Employer guide

Interview questions by role and reference checks for employers

Ask every candidate the same role-based questions, score the answers against written criteria and keep the notes. Fair Work rules cover prospective employees, so avoid questions that invite answers about age, family plans, disability, religion or other protected attributes. Check references with consent, using the same questions for each referee.

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By CrossNation Editorial Team. Sources checked 6 October 2026.

Official data

Key facts from official sources

Protected attributes

The Fair Work Act protects employees and prospective employees from adverse action because of race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction, social origin, breastfeeding, gender identity, intersex status or experiencing family and domestic violence.

Source: Fair Work Ombudsman: Protection from discrimination at work (retrieved 6 October 2026)

Not hiring someone

Adverse action includes not hiring someone and offering a prospective employee different and unfair terms compared with other employees. Discrimination can happen to someone applying for a job.

Source: Fair Work Ombudsman: Protection from discrimination at work (retrieved 6 October 2026)

Unpaid trials

An unpaid work trial may be unlawful where it isn't necessary to demonstrate the skills required, has continued for longer than needed, involves more than a demonstration, or the person isn't under direct supervision.

Source: Fair Work Ombudsman: Unpaid trials (retrieved 6 October 2026)

What you need to know

How do you structure an interview?

Start from the position description and turn the main duties into four to six questions. Add one question about how the person handles pressure and one about why they want the job. Use the same questions in the same order for every candidate and score each answer on a simple scale against criteria you wrote before the first interview. Scoring immediately after each interview, not at the end of the day, keeps the decision tied to what was actually said.

What must you not ask?

The Fair Work Act protects prospective employees from adverse action, including not being hired, because of race, colour, sex, sexual orientation, age, disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction, social origin, breastfeeding, gender identity, intersex status or experiencing family and domestic violence. A question that asks for one of those is a risk even if you never use the answer. Ask about the requirements of the job instead, such as availability for the roster or ability to perform the duties.

Is a trial shift allowed?

An unpaid work trial is a demonstration of skills by someone working under supervision. The Fair Work Ombudsman says it may be unlawful where it is not necessary to show the skills required, has gone on longer than needed, involves more than a demonstration, or the person is not under direct supervision. Any period beyond what is reasonably required must be paid at the appropriate minimum rate. Where you want more assessment, employ the person as a casual or for a probationary period and pay them.

How do you run a reference check?

Ask the candidate for consent and for referees who have supervised them. Ask each referee the same questions: how they worked with the person, what they did well, what support helped them and whether they would work with them again. For regulated roles, also confirm registrations and screening checks with the issuing body rather than relying on a referee. Write down what each referee says and keep it with the hiring file. Do not pass on referee comments to anyone outside the hiring decision.

What does a good decision record look like?

Keep the position description, the questions, the scores and notes for each candidate, the reference notes and the reason for the final choice. If anyone later asks why a candidate was not chosen, the record shows the decision was about the job and the evidence. Keep hiring records for as long as your policy and legal advice require.

Example interview questions by type of role

Adapt these to your position description. They are examples, not a script.

Role type	Example questions
Aged care and disability support	Tell me about a time you supported someone who refused help. How did you keep their dignity and choice at the centre? What would you do if you noticed a change in a client's health?
Nursing and allied health	Describe a time you had to escalate a concern. How do you prioritise when several patients need you at once? How do you keep your clinical documentation accurate on a busy shift?
Hospitality and chefs	Tell me about a busy service that went wrong and what you did. How do you manage allergen information? How do you keep a station organised under pressure?
Trades and construction	Describe a job where you found a safety hazard. How do you plan a job so materials and time are used well? How do you handle a customer who changes the scope?
FIFO and mining support	How do you manage fatigue on long rosters? Tell me about a time you had to follow a strict safety procedure when it was inconvenient. How do you keep communication clear between shifts?

Tell us the role, location and start date

The fee is 12% of the candidate's annual salary, charged only when a placement succeeds.

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FAQ

Frequently asked questions

Can I ask a candidate their age?

Age is a protected attribute under the Fair Work Act, and the Fair Work Ombudsman gives an example of an interviewer who refused to hire an older applicant because of age as discrimination. Ask about the requirements of the job instead.

Can I ask if someone plans to have children?

No. Family responsibilities and pregnancy are protected attributes. Ask whether the person can work the roster and leave the rest out.

Do I need the candidate's consent for a reference check?

Ask for consent and for the referees' details before you make contact. Record who you spoke to and what they said.

How many questions should an interview have?

Usually six to ten, including role questions, a scenario question and a chance for the candidate to ask about the job.

Can CrossNation run reference checks?

When you brief a role through the employer enquiry form, we discuss what screening you want. The decision to hire and the employer's own checks remain with the employer.

Where can I check a licence or registration?

With the issuing body, such as Ahpra for health practitioners or the state regulator for a trade licence. Do not rely on a copy or a referee alone.