A job interview is a structured conversation where an employer evaluates a candidate’s suitability for a position through questions about their skills, experience, and fit with the organisation. In the Australian context, interviews form a critical part of the recruitment process, typically occurring after initial application screening and potentially including multiple stages with varying formats, participants, and assessment methods.

What is a job interview?

An interview is a formal meeting between an employer and a job candidate designed to assess the applicant’s qualifications, experience, skills, and cultural fit for a specific role and organisation. It serves as a two-way exchange, allowing employers to evaluate candidates while also giving candidates the opportunity to learn more about the position and organisation to determine if it meets their career goals and expectations.

Why job interview quality matters

Types of job interviews in Australia

Screening interview

Brief initial assessment, often conducted by phone or video

• Typically conducted by HR representatives or recruiters
• Focuses on verifying basic qualifications and requirements
• Determines whether to progress candidate to more comprehensive interviews
• Often includes discussion of salary expectations and availability

Structured interview

Follows a predetermined set of questions asked of all candidates

• Ensures consistent and fair assessment across applicants
• Questions typically relate directly to selection criteria
• Allows for objective comparison of responses
• Common in Australian public sector and large organisations

Behavioural interview

Based on the premise that past behaviour predicts future performance

• Uses questions beginning with “Tell me about a time when…” or “Give an example of…”
• Requires specific examples from candidate’s experience
• Assesses how candidates have handled relevant situations
• Increasingly standard in Australian professional hiring

Behavioural questions are particularly valuable given that upskilling, cross-skilling, and reskilling employees is the top challenge for 27% of Australian businesses. Organisations need candidates who can demonstrate adaptability and learning agility through concrete past examples.

Situational interview

Presents hypothetical scenarios relevant to the role

• Assesses problem-solving abilities and thought processes
• Evaluates alignment with organisational approaches
• Particularly useful for roles requiring decision-making and judgement
• Common in Australian management and customer service positions

Panel interview

Involves multiple interviewers, typically 2-5 people

• Often includes direct manager, team members, and HR representative
• Provides diverse perspectives on candidate suitability
• Common in Australian government and larger organisations
• Allows specialised questioning from different functional experts

Case interview

Presents a business problem for the candidate to analyse and solve

• Assesses analytical skills and structured thinking
• Common in consulting, finance, and strategic roles
• Evaluates technical knowledge and application
• Often includes presentation elements

Group interview

Multiple candidates interviewed simultaneously

• Assesses interpersonal skills and group dynamics
• Observes how candidates interact with potential peers
• Less common but used for team-oriented roles
• Sometimes includes group activities or discussions

Technical interview

Focuses on specific technical skills and knowledge

• May include tests, demonstrations, or practical assessments
• Common in IT, engineering, and specialised professional roles
• Often conducted by technical specialists
• Sometimes includes practical exercises or coding challenges

The interview process in Australia

A typical interview process in Australian organisations includes:

Preparation

• Developing position-specific questions aligned with selection criteria
• Creating a consistent scoring or evaluation system
• Selecting appropriate interviewers and formats
• Scheduling and logistics coordination
• Briefing interview panel members

Conducting the interview

• Welcome and introduction of interview participants
• Overview of the position and organisation
• Structured questioning phase
• Opportunity for candidate questions
• Information about next steps in the process

Assessment

• Scoring or evaluating responses against selection criteria
• Comparing notes between multiple interviewers
• Considering cultural and team fit
• Checking for alignment with organisational values
• Documenting observations and decision rationale

Follow-up

• Contacting references for shortlisted candidates
• Communicating outcomes to candidates
• Providing feedback when requested
• Making offers to successful candidates
• Onboarding preparation

Legal considerations in Australian job interviews

Several legal factors influence interview practices in Australia:

Anti-discrimination legislation

• Prohibits questions related to protected attributes including age, gender, race, religion, disability, family status, and sexual orientation
• Requires focus on inherent requirements of the role
• Applies at federal level and across all states and territories
• Enforced by Australian Human Rights Commission and state-based bodies
• Significant penalties for non-compliance

Fair Work Act 2009

• Establishes framework for fair hiring practices
• Prohibits adverse action based on workplace rights
• Requires procedural fairness in selection processes
• Provides recourse for discriminatory practices
• Applies to most Australian employers

Privacy considerations

• Governs collection and storage of candidate information
• Requires relevant and necessary questions only
• Mandates secure handling of interview notes and personal data
• Limits sharing of candidate information
• Varies somewhat between government and private sectors

Industry-specific requirements

• Working with children checks for education and care roles
• ASIC/APRA requirements for financial services positions
• AHPRA considerations for healthcare roles
• Security clearances for government positions
• Industry-specific compliance questions

Job interview best practices for Australian employers

Research and experience suggest several approaches for effective interviewing:

• Structured approach: Use consistent questions and evaluation criteria for all candidates
• Behavioural focus: Emphasise past performance as an indicator of future success
• Diverse panels: Include interviewers with different perspectives and backgrounds
• Thorough preparation: Review applications in advance and plan questioning strategy
• Cultural awareness: Acknowledge different communication styles in multicultural Australia. With 48% of HR professionals observing significant work style differences between Gen Z and older generations, interviewers must assess adaptability across diverse teams.
• Competency verification: Validate claimed skills through specific questioning
• Comprehensive notes: Document responses and observations to support decision-making
• Candidate experience: Create a positive impression regardless of outcome
• Two-way dialogue: Allow time for candidate questions and provide thorough information
• Unconscious bias mitigation: Implement strategies to minimise impact of biases

Some of the common interview questions in Australian workplaces

Career-focused questions

• “Tell me about your current role and responsibilities.”
• “Why are you interested in leaving your current position?”
• “What attracted you to this role and our organisation?”
• “Where do you see your career in three to five years?”
• “How does this position fit with your career goals?”

Behavioural questions

• “Describe a situation where you had to meet a tight deadline.”
• “Tell me about a time you had to resolve a conflict with a colleague.”
• “Give an example of when you had to adapt to a significant change.”
• “Describe how you’ve handled a difficult customer or stakeholder.”
• “Tell me about a project you managed and how you ensured its success.”
• “Tell me about a time you had to quickly learn a new skill or technology.”

Role-specific questions

• “How would you approach [specific task relevant to the role]?”
• “What experience do you have with [specific system or process]?”
• “How do you stay current with developments in [relevant field]?”
• “What do you consider your strongest technical skill related to this position?”
• “Describe your experience managing [relevant responsibility].”

Cultural fit questions

• “What type of work environment brings out your best performance?”
• “How would you describe your preferred management style?”
• “Tell me about a workplace value that’s particularly important to you.”
• “How do you approach working in diverse teams?”
• “What strategies do you use to maintain work-life balance?”

Problem-solving questions

• “Describe how you would handle [hypothetical situation relevant to role].”
• “What approach do you take when facing an unfamiliar problem?”
• “Tell me about a creative solution you developed for a workplace challenge.”
• “How do you prioritise competing deadlines?”
• “What resources do you use when you don’t know how to approach a task?”

What candidates want to know

According to ELMO’s Employee Sentiment Index, Australian employees prioritise the following factors when choosing an employer:

Alternative interview approaches in Australian recruitment

Several innovative interview practices are gaining traction in Australia:

• Working interviews: Candidates complete sample tasks or short project work
• Job auditions: Paid trial periods to assess on-the-job performance
• Virtual reality assessments: Simulated work scenarios through VR technology
• Asynchronous video interviews: Recorded responses to standardised questions
• Strength-based interviews: Focus on what candidates enjoy and excel at
• Gamified assessments: Game-based tools to evaluate skills and attributes

Remote and video interviewing

Increasingly common in Australian recruitment, particularly since COVID-19:

• Platform selection: Using appropriate tools (Teams, Zoom, etc.)
• Technical preparation: Ensuring stable connections and equipment
• Environmental considerations: Professional background and lighting
• Engagement strategies: Maintaining connection despite physical distance
• Accessibility considerations: Accommodating candidates with different needs
• Hybrid approaches: Combining in-person and remote elements