Sitting Across the Table – Talking to a Support Worker Before You Let Them In

When you finally reach the stage of sitting down with a support worker, it feels like you’ve already done so much. You’ve gone through the whole effort of figuring out the role, you’ve made the ad live, people have applied, you’ve filtered and reduced that pile of names and resumes to the small handful that might actually fit. And now comes the part where you see the person, not just the paper. This is where you get a sense of who they really are. A CV or a profile online doesn’t tell you how someone speaks, how they carry themselves, or how they respond when you put a scenario in front of them.

The interview is not just a formal step. It’s about more than ticking boxes. It’s about the comfort of the person being supported. It’s about your peace of mind. This is not like filling a casual retail shift or picking someone for a one-off task. It’s about bringing a stranger into someone’s everyday space. It might even be into your home or the home of someone you love. And once they are in, it can mean very personal things, helping with food, hygiene, mobility, emotions. That’s why people often say this part is the most important.

Why even bother with the interview?

Someone might think: “If they’ve got the qualifications and checks, why not just give them a go?” But qualifications aren’t everything. People write good things on resumes. Some exaggerate, some copy-paste. You only find out what’s true when you sit across from them and ask questions. The NDIS Commission repeats often that safeguarding is not just about paperwork, it’s about judgement and relationships (NDIS Commission).

And the relationship is where the real quality lies. Support is not just tasks. It’s the bond. If the person being supported doesn’t feel at ease, even the best skills won’t make up for that. This is why interviews matter that much. They help you get a feel for who the person is, hear their attitude, see their body language, see how they treat you in little ways. Do they look you in the eye? Do they listen when you talk?

Getting your head straight before the meeting

Plenty of people feel nervous about interviewing. Maybe you’ve never done it before. Maybe you’re more used to being on the other side of the questions. That’s normal. The best way to keep the nerves down is to prepare. Jot down a list. Think about what you actually want to know. Think about what matters to you and the person being supported.

Bring someone with you if you’re unsure. A second set of eyes and ears helps. They might catch something you miss. It also eases pressure, you don’t have to do all the talking. Some people even split roles, one leading questions and one writing notes. That way you’re not relying on memory.

If you’re speaking to more than one candidate, try to do them close together. Back-to-back if possible. It keeps the impressions fresh in your mind. Waiting days between each one blurs the comparisons. Just give yourself a short break between sessions, half an hour or so, to clear your head and write down what you’ve noticed.

Where you meet matters

One thing people forget is the setting. Holding the first interview in your house or the home of the supported person is rarely a good idea. You don’t want strangers walking through the private space, especially if you’re not sure yet if they’re right. Keep it neutral. A community centre room, a library, even a quiet cafe with a back corner table. It does not have to be fancy but should be safe, quiet and private enough to talk.

Also consider distance. If the candidate struggles to get there, runs late because of transport, or clearly finds the area hard to reach, that’s a sign. If they can’t manage the interview location, they may not be reliable for the role itself.

Who should be involved in the interview

If the job is for you, then you should of course be there. But when you’re organising it for someone else, a child, a parent, or someone with disability, the question gets a bit tougher. Should they sit in? Sometimes yes, sometimes not.

If they are able to participate, if they know the process and can state whether they feel comfortable, then engage them. It’s their support, their life. But if the interviews are many, and the person finds it tiring or confusing, you can take the first round yourself. Bring them in when you’ve narrowed it to one or two.

Carers Australia suggests keeping the person’s voice in the centre of decisions whenever possible (Carers Australia). That doesn’t mean forcing them into a process that doesn’t suit them. It just means thinking carefully about what role they can and should play.

Talking points – what to ask

Don’t overthink the “perfect” question list. Just focus on what matters:

• Compatibility: Will they get along with the supported person? Do they have shared interests? Is their style gentle, firm, flexible? Some personalities mesh, others clash.
• Availability: Are they actually free at the times needed? Evenings, weekends, public holidays. Ask now, so you’re not stuck later.
• Reliability: Past history is often the best guide. Do they show up? Do they stick around? Try questions that bring out examples.
• Attitude: This one is huge. Ask them about feedback, about how they’d act in difficult public situations, about how they’d handle stress.

Some sample scenarios to throw in:

• “If the person became distressed in a shop and people were staring, what would you do?”
• “If you were told your approach wasn’t working, how would you respond?”

The point is not to catch them out but to see how they think, how they react.

Digging into background and skill

This is where you ask about experience and training. But don’t just tick boxes. Let them talk. “Why did you leave your last role?” “Why this job?” “What do you enjoy about this type of work?”

Ask to see proof of any qualifications they mention, certificates, licences, first aid, Working With Children Check. Services Australia has clear info on what checks matter: Worker Screening.

And again, go back to scenarios.

• “You’re helping someone who refuses to shower, what’s your approach?”
• “If a seizure happens in a supermarket, what would you do?”

Answers here show whether they can stay calm, follow procedure, and still treat the person with dignity.

Watch for red flags

Sometimes you just know. They show up late without reason. They bring none of the documents you asked for. They dodge questions or give vague answers. They seem uninterested or dismissive.

Don’t ignore those feelings. And don’t feel you must hire because you’re tired of searching. A rushed choice often becomes a regret. It’s better to wait than to patch up problems later.

Always be respectful in closing though. Even if someone’s not right, they gave their time. Send a polite message or call to let them know. That keeps doors open in case another role fits them in the future.

After the interview – the next step

Once you’ve found someone you feel good about, it’s time to introduce them to the person needing support. This shouldn’t happen straight away in the home. Start neutral. A café, a park bench, a library corner. Somewhere safe.

If that first meeting goes well, you might move to a trial session at home. If it’s for a child, shorter trial shifts are often better before committing. The idea is gradual trust building.

The big word: Trust

Trust is not automatic. It’s not fully proven by certificates or interviews. It’s built. This is the most difficult step in some families, particularly those in which the supported individual has a high level of intellectual disability or poor communication. How can you tell that a person is safe and respectful?

The truth is, you don’t always know. But you can create safeguards. Set clear expectations. Check in regularly. Don’t leave one worker isolated with heavy responsibilities at the start. Keep a watch until confidence is built.

The NDIS has pages on safeguards worth reading (NDIS Safeguards).

Nothing is foolproof

Even the best process doesn’t guarantee the perfect outcome. You might still make a choice that doesn’t work out. That’s part of the reality. The important thing is not to blame yourself but to adjust the process. Change the questions, change how you compare candidates, add another voice to the panel.

If you find something worked, repeat it. If something didn’t, drop it. Over time you’ll get sharper at spotting what makes a worker right for you.

Key reminder

Never hire just because you’re fed up with the process. That usually leads to bigger issues later, stress, disruption, even harm. Taking more time upfront saves far more pain down the track.

Support Network

If you want help sorting through the process of finding and interviewing a support worker, you can call 1300 971 631. The team can give guidance tailored to your situation