Interview Questions: Examples & What to Ask
Interview questions are the set of job-related questions you ask every candidate so you can compare them fairly. A good bank has four parts: skills, safety, reliability and real examples of past work. Use the 24 questions below as a starting point, adapt them to the role and keep them inside the hiring process you follow for every position.
- Ask every candidate the same core interview questions, tied to the duties and inherent requirements in the job description.
- Never ask about age, pregnancy or family plans, religion, race, sexuality, marital status or union membership.
- Ask about disability only where it relates to the inherent requirements of the job, and offer reasonable adjustments.
- Confirm the pay rate from the award or the national minimum before the interview, since $26.44 per hour applies from 1 July 2026 only where no award applies.
Interview questions: what to include
Plan the structure before you book candidates. A short plan keeps each interview fair and makes scoring easier afterward.
| Section | What to write | Why it matters |
|---|---|---|
| Role summary | The main duties, location, hours, award and licences, such as a white card for construction work. | Every question links back to a duty in the job description. |
| Core questions | The questions every candidate will be asked, in the same order. | It keeps the process consistent and fair. |
| Role-specific questions | Extra questions on tools, plant, systems, customers or site conditions. | It tests the skills that matter for the job. |
| Scoring guide | A simple scale, with a note of what a strong answer looks like for each question. | It reduces bias and supports your decision. |
| Notes and records | Short factual notes on the answers, kept with the application. | It lets you justify a decision if a candidate asks. |
| Next steps | Reference checks, police checks with written consent and the timing of an offer. | It tells the candidate what to expect. |
Interview questions bank: 24 questions to copy
Use this as a starting point and edit the wording to suit the role. Each question is complete, so you can ask it as written.
Check skills and experience
- Tell me about the most recent job where you did similar duties, and what you were responsible for each day.
- Which tools, plant, equipment or systems have you used that are relevant to this role, and how recently?
- Describe a task you did well in your last role, and how you checked the quality of your work.
- What licences, tickets or certificates do you currently hold, and can you show them before you start?
- How do you plan a day's work when the priorities change, and who do you check with first?
- What would you want to learn in your first month to do this job safely and well?
Check safety and site awareness
- Describe a hazard you spotted at work, what you did about it and who you told.
- What do you check before you start using equipment, and what do you do if something looks unsafe?
- How do you make sure you follow site rules, inductions and personal protective equipment requirements?
- Tell me about a time you stopped work because it did not feel safe, and what happened next.
- How would you report an injury or a near miss on a site you are new to?
- What would you do if a co-worker was not following a safety procedure?
Check reliability and availability
- This role requires the rostered hours listed in the advertisement. Can you work those hours, including any early starts?
- How do you get to work, and what would you do if your usual transport failed on a shift day?
- Tell me about a time you had to let an employer know you were running late or could not attend.
- What would your previous supervisor say about your attendance and punctuality?
- If we offered you shifts on different sites in the same week, how would you manage the travel?
- When could you start, and do you have any commitments we should plan around?
Check teamwork and judgement
- Describe a time you worked with someone you found difficult, and how you kept the job on track.
- Tell me about feedback you received at work and what you did differently afterward.
- How do you handle a supervisor's instruction that you do not fully understand?
- Describe a mistake you made at work and how you fixed it.
- How do you communicate with people from other trades, sites or teams when you need something?
- Why are you interested in this role, and what would make you stay?
Interview questions for different situations
Adjust the bank to suit the engagement. Keep the same core set for everyone applying for the same position.
Casual worker
- Ask about availability by day and shift, and explain the 25% casual loading and that casual work has no guaranteed hours.
- Ask how quickly they can start, and whether they can cover short-notice shifts when the roster changes.
- Explain that casuals can ask to convert after 6 months, or 12 months with a small business employer.
- Ask which sites they can reach, and how they plan travel between shifts.
Site labourer or plant operator
- Ask them to show a current white card and any tickets, and explain that you will check the originals.
- Ask which machines or tasks they have done, and how they confirmed they were competent before starting.
- Ask what they do in a pre-start check, and what they do when a defect is found.
- Explain the physical requirements of the role and ask whether they can perform them, with or without adjustments.
Cleaner
- Ask about experience with the types of site you clean, such as offices, medical centres or construction sites.
- Ask how they handle chemicals, and require them to follow labels and safety data sheets.
- Ask how they manage working alone or after hours, and what they do if a hazard is found.
- Ask how they keep to a checklist and record that tasks were completed.
Office or admin role
- Ask which payroll, rostering or HR systems they have used, and how they kept records accurate.
- Ask how they prioritise competing deadlines from several managers in the same week.
- Ask how they handle confidential information, such as pay rates and personal details.
- Ask for an example of a process they improved and what changed as a result.
Legal must-haves and things to leave out of interview questions
Lawful questions are job-related and non-discriminatory. If you are unsure whether a question is safe, leave it out and ask a lawyer.
Include
- Link each question to a duty or inherent requirement in the job description, and record the same questions for every candidate.
- Tell the candidate the pay basis, award and classification, and that super of 12% of ordinary time earnings is paid in addition.
- Explain that reference checks and police checks happen only with the candidate's written consent.
- Assess any criminal record for relevance to the role, rather than rejecting a candidate automatically.
- Offer reasonable adjustments for the interview itself, such as extra time or an accessible room.
- Keep your notes and scores so you can explain the decision, and store them securely.
Leave out
- Do not ask about age, date of birth or when the candidate plans to retire, unless the law requires it for the role.
- Do not ask about pregnancy, family plans, childcare or relationship status, since they are not relevant to the duties.
- Do not ask about religion, race, ethnicity, sexuality or political views, or about union membership.
- Do not ask general questions about medical history or disability, and ask only about the inherent requirements of the role.
- Do not promise an outcome or a hours guarantee that the award, agreement or contract does not support.
- Do not suggest a casual or contractor arrangement to save money, when the working relationship is employment.
Common mistakes to avoid with interview questions
- Changing the questions between candidates, which makes the scores hard to compare and the process hard to defend.
- Asking about personal circumstances because it feels like small talk, when the answer could lead to discrimination.
- Skipping the scoring guide, then choosing the person who felt most comfortable rather than the one who met the criteria.
- Forgetting to check licences, tickets and right to work, such as a white card left at home on the first day.
- Not telling candidates about pay, award or likely hours, then losing them at the offer stage.
- Failing to follow up with referees, or ordering a police check without written consent.
Interview questions FAQ
How many interview questions should you ask?
Most interviews work well with 8 to 12 core questions, plus follow-up probes. Ask all candidates the same core set, keep to the time you gave them and leave a few minutes at the end for their questions.
What interview questions are illegal in Australia?
Questions that lead to discrimination are risky and should be avoided: age, pregnancy, family plans, religion, race, sexuality, marital status and union membership. Ask only about what the role needs, and get legal advice if unsure.
Can you ask a candidate about a criminal record?
Only where it is relevant to the role, and you need the candidate's written consent for a police check. Assess any record against the duties, the time since the offence and the nature of the work.
Should you tell candidates the pay rate?
Yes, give the pay basis and award early. The national minimum wage is $26.44 per hour from the first full pay period on or after 1 July 2026, and award rates are usually higher, so confirm the figure in the pay guide.
Next step: use these interview questions
Copy the bank, remove what you do not need and add two or three role-specific questions. This is general information, not legal, tax or financial advice, so check the Fair Work Ombudsman, the ATO or an employment lawyer for your situation, and have a lawyer review contracts. Return to how to hire employees, or talk to our team about screened workers. Related checks are covered in police check NSW, white card NSW, probation period, employment contract template, workforce planning and employee onboarding checklist.