30 Questions to Ask When Hiring an NDIS Support Worker
A free, printable interview checklist for NDIS participants, carers, and families. Work through all 30 questions, track which ones you've asked, and print the completed list to take into any support worker interview.
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NDIS Support Worker Interview Questions
Candidate name: ______________________________ Date: _______________
1. Experience & Qualifications
0/6 asked2. Practical Skills & Availability
0/6 asked3. Values & Approach
0/6 asked4. Reliability & Professionalism
0/6 asked5. Fit & Specific Needs
0/6 asked1. Experience & Qualifications
- 1.What disability experience do you have, and with what conditions?
- 2.Do you hold a current NDIS Worker Screening Check?
- 3.What relevant qualifications or certificates do you have? (Certificate III, First Aid, Medication Administration?)
- 4.Have you worked with someone with my specific disability or condition before?
- 5.Can you provide references from recent disability support roles?
- 6.Are you trained in manual handling and how do you approach it?
2. Practical Skills & Availability
- 7.What days and hours are you available, including early mornings, evenings, and weekends?
- 8.Do you hold a current driver's licence and have access to a reliable vehicle?
- 9.Are you comfortable providing personal care such as showering, dressing, and continence support?
- 10.Are you trained or willing to be trained in medication administration?
- 11.Can you assist with meal preparation, including specific dietary requirements?
- 12.How do you handle situations where a participant becomes upset or distressed?
3. Values & Approach
- 13.What does person-centred support mean to you?
- 14.How do you ensure you're supporting someone's independence rather than doing everything for them?
- 15.How do you respect a participant's privacy and dignity?
- 16.What would you do if you disagreed with a participant's choice?
- 17.How do you build trust with someone new?
- 18.How do you adapt your communication style to different people?
4. Reliability & Professionalism
- 19.What is your process if you're sick and can't make a shift?
- 20.How do you handle running late?
- 21.Are you comfortable with progress note documentation?
- 22.Have you ever had a complaint made about you in a support role? How was it handled?
- 23.Are you comfortable working alone or do you prefer team environments?
- 24.How do you maintain professional boundaries with participants and families?
5. Fit & Specific Needs
- 25.Do you have any experience with [specific disability, e.g., autism, cerebral palsy]?
- 26.Are you comfortable with any specific needs I have, such as [specific task]?
- 27.What do you know about the NDIS and how it works?
- 28.Are you willing to attend relevant training specific to my needs?
- 29.What would you do in an emergency involving my health or safety?
- 30.What do you enjoy most about support work?
Why Choosing the Right Support Worker Matters
Your support worker is one of the most important people in your daily life. The right worker doesn't just deliver a service — they help you build confidence, pursue your goals, and live with greater independence. The wrong worker, even one who is technically qualified, can undermine your sense of control, reduce your motivation, and in serious cases, put your safety at risk.
Investing time in a thorough interview process is one of the best things you can do for your long-term wellbeing. Participants who take the time to ask the right questions, check references, and arrange a trial shift are far more likely to build stable, productive relationships with their support workers — which in turn leads to better outcomes across every area of their plan.
Red Flags in a Support Worker Interview
- Unable to explain what person-centred support meansThis is a core concept in disability support. If a worker can't explain it in their own words, they may not understand the role properly.
- Vague or evasive about availabilityA worker who is "flexible" but can't commit to specific days or hours is likely to be unreliable. You need consistent, predictable support.
- Cannot provide referencesAny worker with genuine disability support experience should be able to provide at least one professional reference. Reluctance is a concern.
- Dismissive about your specific condition or needsIf a worker minimises your disability or suggests you don't really need that much support, trust your instincts. You know your situation best.
- No current Worker Screening clearanceThis is a non-negotiable for most NDIS roles. A worker who hasn't obtained or renewed their clearance may not be legally permitted to provide support.
- Dominating the conversation or not listeningYour support is meant to be directed by your goals and preferences. A worker who talks over you or pushes their own ideas from the start is unlikely to provide person-centred support.
Your Rights When Hiring Your Own Support Worker (Self-Managed)
✓You have the right to hire any worker you choose — including workers who are not registered with a provider. You are not limited to workers from registered agencies.
✓You are responsible for verifying that workers hold a current NDIS Worker Screening clearance for risk-assessed roles. This is your obligation as the employer — agencies handle this for non-self-managed participants.
✓You can negotiate rates with your worker, above or below the NDIS price guide limits. Make sure any agreed rates are documented in a written service agreement or employment contract.
✓You are responsible for paying your worker (or their ABN invoice) and then claiming reimbursement from the NDIS myplace portal. Keep all invoices and payment records — the NDIA can audit your claims.
Using an Agency vs. Hiring Directly
Using an Agency
Pros
- +Agency handles screening, payroll, and admin
- +Backup workers available if your regular worker is sick
- +Workers are supervised and supported by a team
- +Easier complaints and resolution process
Cons
- −Higher hourly cost (agency margin included)
- −Less control over which specific worker is rostered
- −Worker matching quality varies between agencies
Hiring Directly
Pros
- +Full choice and control over who supports you
- +Often lower cost (no agency margin)
- +Can build a strong, consistent relationship with one worker
- +More flexibility in scheduling and support tasks
Cons
- −You are responsible for screening, verification, and admin
- −No backup worker if your regular worker is unavailable
- −Requires self-management — more admin and record-keeping