Interview guide builder
List the must-haves for the job, and get structured, behavioural questions with a scoring sheet to print. Then read how to keep interviews fair.
Saved only on this device. Your list of must-haves is kept in this browser's local storage. It is never sent to us or anyone else unless you choose to send an enquiry. On a shared computer, clear it when you finish.
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Add a must-have to start your guide.
Print one copy per candidate and fill it in by hand. Candidate details are never entered or stored here.
Fair interviews
Structured interviews are fairer to candidates and give you better evidence for the decision.
- 1
Ask everyone the same core questions
Build the questions from the must-haves in your ad, and use the same ones for every candidate. Follow-up questions are fine; a different interview for each person is not.
- 2
Score against the must-haves
Score each answer on the same scale as soon as the interview ends. Decide on the evidence, not on who felt like the best fit.
- 3
Two people, if you can
A second interviewer evens out first impressions. Score separately first, then compare.
- 4
Keep your notes
Notes and scores show how you made the decision. Store them securely and only for as long as you need them.
The scoring scale
| 1. No evidence | Could not give an example, or the example does not show the requirement. |
|---|---|
| 2. Some evidence | A general answer with little detail about what they did. |
| 3. Meets | A clear example that shows the requirement at the level the job needs. |
| 4. Strong | A detailed example with a good result, and they explain why they acted as they did. |
| 5. Outstanding | Several strong examples, or one that goes well beyond what the job needs. |
Reasonable adjustments
- Ask every candidate if they need anything to take part, in the invitation and again on the day.
- Common adjustments: a ground-floor or accessible room, more time, questions in writing, a support person, an interpreter, a quieter space, a video or phone interview, or a different time of day.
- An adjustment is about the process. It does not lower the standard you are looking for.
- If an adjustment request is unclear, ask the candidate what would help. They usually know best.
See the Australian Human Rights Commission's Good Practice, Good Business factsheets (opens another site), including disability discrimination.
Questions not to ask
Questions about protected attributes invite discrimination claims, even when you do not mean any harm. Ask about the job instead.
| Do not ask | Ask instead, if it matters |
|---|---|
| How old are you? When did you leave school? | This role needs you to serve alcohol. Are you 18 or over? |
| Are you married? Do you have children, or plan to? | The role has these hours. Can you work them? |
| Where are you from? Is English your first language? | Do you have the right to work in Australia? (Ask every candidate.) |
| Do you have a disability or any health conditions? | The job involves lifting up to 15 kg. Can you do that, with or without adjustments? |
| What is your religion? Will you need time off for religious holidays? | The roster includes some weekends. Is that workable for you? |
| Are you pregnant? | Do not ask. It is not relevant to whether someone can do the job. |
| Have you made a workers compensation claim? | Do not ask. Focus on whether they can do the inherent requirements of the job. |
Reference checks
- Ask for the candidate's consent before you contact anyone, and only contact the referees they give you.
- Speak to at least two referees, ideally people who supervised them recently.
- Ask about the must-haves: "Can you tell me about a time they handled an unhappy customer?" works better than "Were they good?"
- Use the same questions for each referee and write down what was said.
- Keep what referees tell you confidential, and store it securely.
Right to work checks
- Ask every shortlisted candidate the same question: "Do you have the right to work in Australia?" Asking only some people, based on how they look or sound, can be discrimination.
- For visa holders, use the Department of Home Affairs' free Visa Entitlement Verification Online (VEVO) service. Home Affairs says VEVO lets employers and other organisations check visa conditions, and organisations register for an ImmiAccount to use it.
- Check with the person's consent, keep a record of the result and the date, and check again when a visa is due to change.
- Do not ask about someone's nationality, ethnicity or visa history beyond whether they can work. We cannot give visa or migration advice; for that, see Home Affairs or a registered migration agent.
Check visa conditions online (VEVO) (opens another site) VEVO for organisations (opens another site)
Trial shifts
Thinking about a trial shift? The Fair Work Ombudsman says an unpaid trial can be unlawful if it is not needed to show the skills for the job, goes on longer than needed to check those skills, involves more than a demonstration of skills, or is not directly supervised. If in doubt, pay for it. Unpaid work, Fair Work (opens another site)
General information only, not legal advice. Laws, awards and minimum rates change: check the official sources linked here and get advice for your situation.