Introduction

Screening applicants for NDIS roles isn’t just about checking resumes—it’s about ensuring they align with your organisation’s values, meet compliance requirements, and have the right skills to support participants. A well-structured screening process helps you hire reliable, compassionate, and qualified staff who enhance the quality of care.

In this guide, we’ll walk through each step of the screening process, covering key checks, interview techniques, and compliance essentials to help you build a high-performing team.

Step 1: Define the Job Requirements

Before screening applicants, clearly outline the role’s requirements, including:

• Essential skills & experience (e.g., Certificate III in Individual Support for support workers)
• Personal qualities (e.g., empathy, patience, reliability)
• Mandatory checks & compliance (e.g., NDIS Worker Screening, police checks)

This ensures that every applicant is assessed based on clear, non-negotiable criteria.

Step 2: Review Applications & Resumes

When screening resumes, look for:

✅ Relevant qualifications & certifications

✅ Experience in disability care or related fields

✅ Red flags like frequent job-hopping or gaps in employment (which should be clarified in interviews)

Tip: Use an Applicant Tracking System (ATS) like JobAdder or Workable to automate resume screening and filter unqualified applicants faster.

Step 3: Conduct Pre-Screening Calls

A quick 10–15 minute phone call can help filter candidates before an in-depth interview. Key questions to ask:

• Why are you interested in working in the NDIS sector?
• Do you have the required certifications and compliance checks?
• What experience do you have supporting individuals with disabilities?

Red flags: Poor communication skills, lack of knowledge about NDIS, or inconsistencies in their resume.

Step 4: Verify Compliance & Background Checks

NDIS providers must meet strict legal and regulatory requirements. Before proceeding with an interview, verify that candidates have:

📌 NDIS Worker Screening Check

📌 National Police Check

📌 Working With Children Check (if applicable)

📌 First Aid & CPR Certification

📌 Proof of relevant qualifications

Skipping these steps can lead to compliance risks and potential legal issues.

Step 5: Conduct In-Depth Interviews

Interviews should assess both technical skills and soft skills to ensure a good fit for NDIS roles. Example questions:

Technical Questions:

• Can you describe a time you supported a person with complex needs?
• How do you handle challenging behaviours in participants?
• What do you know about NDIS policies and participant rights?

Soft Skill & Situational Questions:

• How do you ensure dignity and respect in your support work?
• Tell us about a time you worked under pressure. How did you handle it?
• How do you build trust with participants and their families?

Pro Tip: Use structured interviews with scoring criteria to make fair and consistent hiring decisions.

Step 6: Conduct Reference Checks

Always contact at least two professional references to verify past performance. Ask:

• How did the candidate interact with clients and colleagues?
• Were there any reliability or attitude concerns?
• Would you rehire them? Why or why not?

Step 7: Trial or Shadow Shifts (Optional)

For frontline roles, consider a trial shift where candidates work under supervision. This allows you to assess their practical skills and how they interact with participants.

Conclusion

Effective screening is the foundation of a strong NDIS workforce. By following these steps—defining requirements, verifying compliance, conducting structured interviews, and checking references—you can confidently hire staff who enhance service quality and align with your organisation’s values.

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