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Role guide

Aged Care Interview Questions and Preparation Guide

Updated 19 August 2026

Aged care interviews assess your ability to provide compassionate, person-centred support to older people, often in emotionally and physically demanding situations. Employers look for empathy, communication skills, teamwork, and an understanding of safety and dignity in care. This guide walks you through the interview process, the competencies employers value, and how to prepare answers that demonstrate your suitability for the role.

01

How the interview usually works

The aged care interview process varies by employer size, role seniority, and setting. Smaller domiciliary care providers may conduct a single informal interview, while larger residential facilities commonly use multi-stage processes with scenario-based questions and values alignment checks.

  1. Initial screening or phone interview

    Telephone or video call, typically 15–30 minutes

    Common

    The interviewer confirms your availability, right to work, understanding of the role, and motivation for working in aged care. You may be asked about your qualifications, any gaps in employment, and your awareness of the care setting.

    What they assess

    • Availability and flexibility
    • Communication clarity
    • Genuine interest in aged care
    • Basic understanding of the role

    How to prepare

    • Research the organisation's mission, values, and care philosophy
    • Prepare a brief summary of your relevant experience or training
    • Be ready to explain why you want to work in aged care
    • Have your availability and any constraints clear in your mind

  2. Face-to-face or competency-based interview

    In-person or video interview, typically 30–60 minutes

    Common

    You will be asked situational and behavioural questions to assess how you handle real care scenarios: managing a distressed resident, prioritising tasks during a busy shift, working with families, and responding to safety concerns. Interviewers listen for empathy, judgment, and evidence of person-centred care.

    What they assess

    • Empathy and compassion
    • Problem-solving and prioritisation
    • Communication with residents and families
    • Understanding of dignity, safety, and reporting duties

    How to prepare

    • Prepare examples using real situations from care, volunteering, or life experience
    • Practice explaining your reasoning step-by-step in scenario questions
    • Review the Aged Care Quality Standards and person-centred care principles
    • Think through how you would handle common challenges: refusal of care, agitation, family concerns

  3. Scenario-based or practical assessment

    Structured scenario questions or role-play exercise, sometimes on-site

    Possible

    You are given a realistic care scenario and asked to walk through your response. For example: a resident is agitated and refusing dinner while their family is waiting for an update, and you are the only carer on that section for 15 minutes. The interviewer assesses your reasoning, prioritisation, and whether you centre the resident's needs.

    What they assess

    • Clinical and care judgment
    • Ability to prioritise under pressure
    • Resident-centred thinking
    • Communication and handover skills

    How to prepare

    • Practice talking through your reasoning out loud, not just stating the outcome
    • Focus on the resident's immediate safety and dignity first
    • Show awareness of when to escalate or seek support
    • Avoid rehearsed answers; demonstrate how you think through competing priorities

  4. Site visit or informal meet-and-greet

    Tour of the care home or service, informal conversation with staff

    Possible

    You are shown the facility, introduced to the team, and given a sense of the day-to-day environment. This is an opportunity for both parties to assess fit. You may be asked casual questions about your impressions and how you would feel working in that setting.

    What they assess

    • Cultural fit and values alignment
    • Comfort with the care environment
    • Interpersonal warmth and approachability

    How to prepare

    • Observe how staff interact with residents and each other
    • Ask about team dynamics, typical shift patterns, and support for new starters
    • Show genuine interest in the residents and the home's approach to care
    • Note any questions or concerns to raise before accepting an offer

Senior care worker or team leader roles

Interviews place greater emphasis on leadership, delegation, mentoring junior staff, and managing shift operations. You may be asked about handling staff conflicts, ensuring compliance with care standards, and supporting care planning.

Domiciliary or home care roles

Interviews focus more on lone working, time management, travel logistics, and building trust with clients and families in their own homes. You may be asked about handling emergencies when no supervisor is nearby.

Candidates new to aged care

Interviewers assess transferable skills from other caring, hospitality, or customer service roles, and probe your understanding of the physical and emotional demands of care work. You may be asked why you are entering the sector and what you know about the Aged Care Quality Standards.

02

Your preparation plan

Preparation for an aged care interview goes beyond rehearsing answers. You need to understand the organisation's values, reflect on your own experiences, and be ready to demonstrate empathy, judgment, and a commitment to person-centred care.

Research the organisation

Know the mission, vision, and values of the care provider. If they emphasise person-centred care, be ready to explain what that means to you. Look for recent news, awards, or quality ratings. Understand the resident demographic and the type of care provided (residential, dementia-specific, palliative, domiciliary).

Understand current sector issues

Brush up on the Aged Care Quality Standards, workforce challenges, and the shift toward person-centred care. Being able to speak to these issues shows you are informed and engaged with the evolving landscape of aged care.

Prepare your examples

Think through real situations where you demonstrated empathy, handled conflict, prioritised tasks under pressure, or advocated for someone's dignity. If you are new to care, draw on experiences from volunteering, family caring, hospitality, or any role where you supported vulnerable people.

Practice scenario reasoning

Scenario questions do not have rehearsed answers. Practice talking through your reasoning step-by-step: what you would do first, why, and how you would balance competing priorities. Focus on the resident's safety and dignity, and show awareness of when to escalate.

The week before

  • Research the organisation's mission, values, and recent news or quality ratings
  • Review the Aged Care Quality Standards and person-centred care principles
  • Prepare three to four examples of situations where you demonstrated empathy, problem-solving, or teamwork
  • Check the location, travel time, and parking or public transport options

The day before

  • Re-read the job description and note the key responsibilities and required skills
  • Prepare questions to ask about the team, training, and support for new starters
  • Plan your outfit: clean, professional, and suitable for a care environment
  • Print or save copies of your CV, certificates, and any required documents

On the day

  • Arrive 10–15 minutes early to settle and observe the environment
  • Bring a notepad and pen to jot down key points or questions
  • Silence your phone and ensure you have emergency contact details if needed
  • Take a moment to centre yourself and remind yourself why you want this role
03

What interviewers look for

Empathy and person-centred care

Aged care is about supporting people through vulnerable, often difficult stages of life. Empathy allows you to see the person behind the care need, respect their preferences, and maintain their dignity even when they cannot advocate for themselves.

Evidence to prepare

  • Describe a time you adapted your approach to meet someone's individual preferences or cultural needs
  • Tell me about a situation where you helped someone feel heard or respected when they were distressed
  • Give an example of how you balanced efficiency with taking time to connect with someone

Communication and active listening

Clear communication with residents, families, and colleagues is essential for continuity of care, safety, and trust. In aged care, you must listen carefully, adapt your communication style, and ensure handovers are accurate and complete.

Evidence to prepare

  • Describe how you communicate with someone who has difficulty speaking or understanding
  • Tell me about a time you had to explain a sensitive issue to a family member
  • Give an example of how you ensure important information is passed on during handover

Prioritisation and time management

Aged care shifts are busy, and you will often need to manage multiple residents' needs at once. The ability to prioritise based on urgency, safety, and dignity is critical, especially when working alone or with limited support.

Evidence to prepare

  • Describe a shift where you had competing demands and explain how you decided what to do first
  • Tell me about a time you had to manage your time carefully to ensure everyone received the care they needed
  • Give an example of how you handled an unexpected situation that disrupted your planned tasks

Teamwork and collaboration

Aged care relies on effective teamwork across carers, nurses, allied health, and support staff. You need to work cooperatively, share information, and support colleagues to ensure residents receive consistent, high-quality care.

Evidence to prepare

  • Describe a time you worked closely with a colleague to support a resident
  • Tell me about a situation where you disagreed with a team member and how you resolved it
  • Give an example of how you supported a new or struggling colleague

Safety, reporting, and compliance

You have a duty of care to report incidents, safety concerns, and any behaviour that compromises a resident's wellbeing. Understanding your obligations under the Aged Care Quality Standards and knowing when and how to escalate is non-negotiable.

Evidence to prepare

  • Describe a time you identified a safety risk and what you did about it
  • Tell me about a situation where you had to report a concern, even though it was uncomfortable
  • Give an example of how you ensure you follow infection control or manual handling procedures

Adaptability and resilience

Aged care is unpredictable. Residents' needs change, staff shortages happen, and you may face emotionally challenging situations. Adaptability and resilience help you respond calmly, adjust your approach, and continue providing compassionate care.

Evidence to prepare

  • Describe a time when a situation changed suddenly and you had to adapt your plan
  • Tell me about a difficult or emotionally draining day and how you coped
  • Give an example of how you stay positive and motivated when things are tough
04

Questions you should be ready for

Use the answer plans as prompts, not scripts. Your examples should sound like you.

Motivation and values

These questions assess why you want to work in aged care, whether your values align with person-centred care, and whether you understand the realities of the role.

Why do you want to work in aged care?

What they want to learn: The interviewer wants to know if your motivation is genuine and sustainable. They are listening for empathy, respect for older people, and an understanding of the role's demands, not just a need for any job.

Answer plan

  • Start with a personal connection or value that draws you to care work
  • Mention what you find meaningful about supporting older people
  • Acknowledge the challenges and explain why you are prepared for them
  • Connect your answer to the specific organisation or care setting if possible

Evidence to use: Think about a moment or experience that made you realise you wanted to work in aged care. What was it about that experience that felt right?

Avoid

  • Saying you need a job or it is easy to get into
  • Focusing only on pay, hours, or convenience
  • Giving a generic answer that could apply to any caring role
What does person-centred care mean to you?

What they want to learn: The interviewer wants to know if you understand that care should be tailored to the individual's preferences, dignity, and autonomy, not just a set of tasks to complete.

Answer plan

  • Explain that person-centred care means treating each resident as an individual with their own history, preferences, and needs
  • Give an example of how you have adapted your approach to respect someone's choices or routines
  • Mention the importance of listening, involving the person in decisions, and maintaining their dignity

Evidence to use: Recall a time you adjusted how you provided care or support to match someone's preferences or cultural background. What did you do differently?

Avoid

  • Giving a textbook definition without a real example
  • Focusing on efficiency or tasks rather than the person
  • Ignoring the resident's voice or autonomy in your answer
What do you know about our organisation and why do you want to work here?

What they want to learn: The interviewer is checking whether you have done your research and whether your values align with the organisation's mission and culture.

Answer plan

  • Mention something specific you learned about the organisation: their values, a recent award, their approach to dementia care, or their community reputation
  • Explain why that aspect appeals to you
  • Connect it to your own values or career goals

Evidence to use: What stood out to you when you researched this care home or service? What made you want to apply here rather than somewhere else?

Avoid

  • Admitting you have not researched the organisation
  • Giving a vague answer that could apply to any care provider
  • Focusing only on location or convenience

Situational and scenario-based questions

These questions test your judgment, prioritisation, and ability to reason through real care situations. Interviewers want to see how you think, not just what you would do.

A resident is becoming increasingly agitated and is refusing dinner. Their family has just arrived and is asking for an immediate update. You are the only carer on that section for the next 15 minutes. What do you do?

What they want to learn: The interviewer is assessing your ability to prioritise the resident's immediate needs, manage family expectations, and stay calm under pressure. They want to see if you centre the resident's safety and dignity.

Answer plan

  • State that your first priority is the resident's safety and comfort
  • Explain that you would stay with the resident, try to understand what has changed (pain, discomfort, overstimulation), and use a calm, reassuring approach
  • Acknowledge the family's concern and let them know you will speak with them as soon as the resident is settled
  • Mention that you would document the incident and inform the nurse or manager during handover

Evidence to use: Think about a time you had to manage competing demands. How did you decide what to do first, and how did you communicate with everyone involved?

Avoid

  • Leaving the resident alone to deal with the family first
  • Rushing the resident or trying to force them to eat
  • Not acknowledging the family or explaining your reasoning
  • Forgetting to document or escalate the incident
Tell me about a time you dealt with a challenging resident or client.

What they want to learn: The interviewer wants to assess your problem-solving, emotional intelligence, patience, and ability to maintain professional boundaries in a high-stress situation.

Answer plan

  • Choose a real example that shows empathy and professionalism
  • Describe the situation briefly: what made it challenging
  • Explain what you did: how you used de-escalation, active listening, or adapted your approach
  • Emphasise how you maintained the resident's dignity and what you learned

Evidence to use: Recall a specific situation where a resident was distressed, resistant, or difficult to support. What did you do, and what was the outcome?

Avoid

  • Blaming the resident or describing them negatively
  • Focusing on what you felt rather than what you did
  • Not showing what you learned or how you would handle it differently
How do you ensure a smooth handover at the end of a shift?

What they want to learn: The interviewer is testing your understanding of continuity of care, communication, and attention to detail. Handovers are critical for resident safety.

Answer plan

  • Explain that you document care notes clearly and factually throughout the shift
  • Describe what you always include: changes in condition, incidents, medication given, food and fluid intake, mood or behaviour changes
  • Mention that you verbally hand over key information to the incoming carer or nurse, highlighting anything urgent
  • Emphasise that you check the incoming carer has understood and has no questions

Evidence to use: Think about your handover routine. What do you always make sure to pass on, and how do you ensure nothing is missed?

Avoid

  • Saying you just write notes and assume the next person will read them
  • Not mentioning verbal handover or checking understanding
  • Leaving out important details like incidents or changes in condition
What would prompt you to fill out an incident report?

What they want to learn: The interviewer is checking whether you understand your reporting duties and take safety and compliance seriously. They want to know you will escalate concerns, not hide them.

Answer plan

  • List clear examples: falls, injuries, medication errors, aggressive behaviour, safeguarding concerns, equipment faults
  • Explain that incident reports protect residents, staff, and the organisation by ensuring issues are tracked and addressed
  • Mention that you would report even if you are unsure, because it is better to over-report than miss something important
  • State that you would inform your supervisor immediately for urgent incidents

Evidence to use: Have you ever had to report an incident or safety concern? What was it, and what did you do?

Avoid

  • Saying you would only report serious incidents
  • Suggesting you would check with colleagues first or wait to see if it matters
  • Not mentioning immediate escalation for urgent safety issues

Teamwork and communication

These questions assess your ability to work cooperatively, communicate clearly, and handle conflict or disagreement professionally.

Tell me about a time you disagreed with a colleague about how to support a resident. How did you resolve it?

What they want to learn: The interviewer wants to see if you can handle conflict constructively, listen to others, and prioritise the resident's best interests over being right.

Answer plan

  • Describe the situation briefly: what the disagreement was about
  • Explain how you listened to your colleague's perspective and shared your own reasoning calmly
  • Mention how you reached a resolution: compromise, seeking a supervisor's input, or agreeing to try one approach and review
  • Emphasise that the resident's needs and safety were the priority

Evidence to use: Think of a time you and a colleague had different ideas about the best way to care for someone. How did you handle it?

Avoid

  • Saying you never disagree or always defer to others
  • Describing the colleague negatively or blaming them
  • Not showing how you resolved the issue or what the outcome was
A senior colleague is doing something you think is unsafe. What do you do?

What they want to learn: The interviewer is testing whether you will speak up when you see a safety risk, even if it is uncomfortable. They want to know you understand that reporting concerns is a duty of care, not disloyalty.

Answer plan

  • State that you would raise the concern with the colleague directly if it is safe to do so, explaining what you observed and why you are worried
  • If the behaviour continues or the colleague dismisses your concern, explain that you would escalate to your supervisor or manager
  • Mention that resident safety always comes first, and reporting is part of your professional responsibility
  • Acknowledge that it can be difficult but is necessary

Evidence to use: Have you ever had to raise a concern about a colleague's practice? What did you do, and what happened?

Avoid

  • Saying you would ignore it or assume someone else will deal with it
  • Not mentioning escalation if the issue is not resolved
  • Focusing on not wanting to cause trouble rather than resident safety
How do you write a care note? What do you always include?

What they want to learn: The interviewer is checking your attention to detail, understanding of documentation standards, and awareness that care notes are legal records.

Answer plan

  • Explain that you write factually, clearly, and promptly after providing care
  • List what you always include: date and time, what care was provided, the resident's response or condition, any concerns or changes, and your signature
  • Mention that you avoid opinions or judgmental language and stick to observable facts
  • State that accurate notes support continuity of care and protect residents and staff

Evidence to use: Think about the last care note you wrote. What did you include, and why?

Avoid

  • Saying you write notes at the end of the shift or when you have time
  • Not mentioning factual, objective language
  • Leaving out key details like time, resident response, or concerns

Skills and experience

These questions explore your practical care skills, clinical knowledge, and understanding of aged care responsibilities.

What characteristics do you think are needed for those who work in aged care?

What they want to learn: The interviewer wants to see if you understand the personal qualities required for the role and whether you demonstrate them yourself.

Answer plan

  • List key traits: empathy, patience, good communication, reliability, teamwork, adaptability, and a caring nature
  • Give a brief example of how you have demonstrated one or two of these in your own experience
  • Connect the traits to the realities of the role: managing distress, supporting dignity, working under pressure

Evidence to use: Which of these characteristics do you think is your strength, and can you give an example of when you used it in a care or support situation?

Avoid

  • Just listing traits without examples
  • Claiming you have all the characteristics without evidence
  • Ignoring the emotional or physical demands of the role
What does a typical day look like for you in aged care?

What they want to learn: The interviewer is checking whether you understand the day-to-day realities of the role and have realistic expectations.

Answer plan

  • Describe the structure of a shift: handover, personal care tasks, medication support, meals, social interaction, documentation, and end-of-shift handover
  • Mention the variety: no two days are the same, and you need to adapt to residents' changing needs
  • Acknowledge the physical and emotional demands: lifting, bending, managing distress, staying on your feet

Evidence to use: If you have worked in care before, describe a recent shift. If not, describe what you understand the role involves based on your research.

Avoid

  • Making it sound easy or routine
  • Focusing only on tasks and ignoring the relational or emotional aspects
  • Not acknowledging the physical or emotional demands
What do you know about the Aged Care Quality Standards?

What they want to learn: The interviewer wants to see if you are aware of the regulatory framework that governs aged care and understand your responsibilities.

Answer plan

  • Mention that the standards set out the expectations for quality and safe care in aged care
  • Highlight key principles: person-centred care, dignity, safety, clinical care, and organisational governance
  • Explain that you understand your role in meeting these standards through safe practice, reporting, and treating residents with respect
  • If you are new to the sector, acknowledge that you are learning and are committed to understanding your obligations

Evidence to use: What have you read or learned about the Aged Care Quality Standards, and how do they affect your day-to-day work?

Avoid

  • Admitting you have never heard of them
  • Giving a vague answer without mentioning any specific principles
  • Not connecting the standards to your own practice

Challenges and self-awareness

These questions assess your ability to reflect, learn from mistakes, and manage the emotional and physical demands of aged care.

Tell me about a time you made a mistake at work. What did you do?

What they want to learn: The interviewer wants to see if you take responsibility, learn from errors, and understand the importance of reporting and correcting mistakes in a care setting.

Answer plan

  • Choose a real, minor mistake that shows honesty and accountability
  • Explain what happened and what you did immediately to fix it or minimise harm
  • Describe how you reported it to your supervisor and what you learned
  • Emphasise that you take mistakes seriously and use them to improve your practice

Evidence to use: Think of a time you got something wrong or forgot to do something. How did you handle it, and what did you learn?

Avoid

  • Saying you never make mistakes
  • Choosing a major error that raises serious concerns
  • Blaming others or making excuses
  • Not mentioning what you learned or how you changed
How do you cope with the emotional demands of aged care?

What they want to learn: The interviewer wants to know if you are aware of the emotional toll of the role and have strategies to manage it without burning out or becoming detached.

Answer plan

  • Acknowledge that aged care can be emotionally challenging, especially when residents are unwell, distressed, or at end of life
  • Describe your coping strategies: talking to colleagues, debriefing after difficult shifts, maintaining boundaries, self-care outside work
  • Mention that you find meaning in the work and focus on the positive impact you have
  • Show that you know when to seek support if you are struggling

Evidence to use: Think about a difficult or emotionally draining day. How did you feel, and what did you do to cope?

Avoid

  • Saying it does not affect you or you just get on with it
  • Not mentioning any coping strategies or support
  • Suggesting you would become detached or stop caring to protect yourself
What would you do if you felt overwhelmed during a shift?

What they want to learn: The interviewer is checking whether you recognise your limits, ask for help when needed, and prioritise resident safety even when under pressure.

Answer plan

  • Acknowledge that feeling overwhelmed can happen, especially on busy or short-staffed shifts
  • Explain that you would prioritise urgent tasks first: immediate safety, personal care, medication
  • State that you would ask a colleague or supervisor for support if you could not manage safely
  • Mention that you would communicate clearly about what you can and cannot do, rather than struggling in silence

Evidence to use: Have you ever felt overwhelmed at work or in a caring situation? What did you do?

Avoid

  • Saying you would never feel overwhelmed or would just push through
  • Not mentioning asking for help or prioritising safety
  • Suggesting you would cut corners or rush care to get through the shift
05

Tests and assessments

Scenario-based role-play or reasoning exercise

Possible

You will be given a realistic care scenario and asked to walk through your response step-by-step. The scenario may involve a distressed resident, competing priorities, a family concern, or a safety issue. The interviewer listens to your reasoning, not just your conclusion.

What is assessed

  • Clinical and care judgment
  • Prioritisation under pressure
  • Resident-centred thinking
  • Communication and escalation awareness

How to prepare

  • Practice talking through your reasoning out loud, explaining why you would do each step
  • Focus on the resident's immediate safety, dignity, and comfort first
  • Show awareness of when to escalate or seek support from a nurse or manager
  • Avoid rehearsed answers; demonstrate how you think through competing priorities in real time
06

Questions to ask them

“What does a typical day look like in the home, and what is the resident demographic?”

This helps you understand the pace, acuity, and type of care you will be providing. Knowing the resident demographic (age range, dementia prevalence, palliative care needs) helps you assess whether the role matches your skills and interests.

“What training and support do you provide for new starters?”

This reveals how seriously the organisation takes induction, mentoring, and ongoing development. Good training and support are essential for your confidence, competence, and retention.

“How do you support staff wellbeing and manage the emotional demands of the role?”

Aged care can be emotionally demanding. Asking this shows you are aware of the challenges and want to work somewhere that values staff wellbeing and provides debriefing or support.

“What are the typical shift patterns, and how much flexibility is there?”

Understanding rosters, weekend and night shift expectations, and flexibility helps you assess whether the role fits your life and commitments.

“How does the team communicate and hand over between shifts?”

This tells you whether the organisation prioritises continuity of care and clear communication, which are critical for resident safety and your ability to do your job well.

“What are the current challenges the home or service is facing, and how are you addressing them?”

This shows you are engaged and realistic about the sector's challenges (staffing, funding, quality standards). The answer reveals whether the organisation is proactive and transparent.

“What opportunities are there for career progression or further training?”

If you are looking to develop your career, this question helps you understand whether the organisation invests in staff development and offers pathways to senior or specialist roles.

“How do you ensure the home meets the Aged Care Quality Standards?”

This reveals the organisation's commitment to compliance, quality, and continuous improvement. A strong answer shows they take their obligations seriously and support staff to meet them.

07

On the day

In person

  • Arrive 10–15 minutes early to settle, observe the environment, and show punctuality
  • Dress professionally: clean, neat, and suitable for a care environment (avoid overly casual or revealing clothing)
  • Bring printed copies of your CV, certificates, and any required documents (ID, right to work, DBS if applicable)
  • Silence your phone and ensure you have emergency contact details if needed
  • Greet reception and interview panel warmly and make eye contact
  • Observe how staff interact with residents and each other while you wait
  • Take a notepad and pen to jot down key points or questions during the interview
  • Be prepared to answer questions about your journey and impressions of the home if asked

Remote

  • Test your video and audio at least 30 minutes before the interview
  • Choose a quiet, well-lit space with a neutral background and no distractions
  • Have your CV, notes, and any documents open on your device or printed nearby
  • Dress professionally from the waist up at minimum (you may need to stand or move)
  • Close unnecessary tabs and applications to avoid notifications or distractions
  • Have a glass of water nearby and ensure your phone is on silent
  • Look at the camera when speaking to simulate eye contact
  • If technical issues occur, stay calm, communicate clearly, and have a backup plan (phone number to call)
08

Common mistakes

Not researching the organisation or understanding its values and care philosophy

Visit the organisation's website, read recent news or inspection reports, and prepare to explain why you want to work there specifically. Know their mission, values, and resident demographic.

Giving generic answers that could apply to any caring role, without specific examples

Prepare real examples from your own experience (care, volunteering, family, or life) that demonstrate empathy, problem-solving, and person-centred thinking. Use the STAR method: Situation, Task, Action, Result.

Focusing only on tasks and efficiency rather than the person receiving care

Centre your answers on the resident's dignity, preferences, and wellbeing. Show that you see them as individuals, not just care tasks to complete.

Not acknowledging the physical and emotional demands of the role

Be honest about the challenges and explain how you cope, stay motivated, and seek support when needed. Employers value self-awareness and resilience.

Failing to demonstrate understanding of safety, reporting, and compliance obligations

Show you know when and how to report incidents, escalate concerns, and follow infection control or manual handling procedures. Mention the Aged Care Quality Standards if relevant.

Not preparing questions to ask the interviewer, or asking only about pay and hours

Prepare thoughtful questions about the team, training, resident care approach, and organisational challenges. This shows genuine interest and helps you assess whether the role is right for you.

09

After the interview

After the interview, send a brief thank-you email within 24 hours. Mention something specific from the conversation that reinforced your interest in the role, and reiterate your enthusiasm. If you have not heard back within the timeframe they provided, it is appropriate to follow up politely.

If you are offered the role, you will typically need to provide proof of identity, right to work, and undergo a DBS check (Disclosure and Barring Service check in the UK). Some employers may also require references, evidence of qualifications, and completion of mandatory training (infection control, manual handling, safeguarding) before you start.

If you are not successful, consider asking for feedback. Many employers are willing to explain what they were looking for and how you can improve for future applications.

If an offer arrives

  • Confirm the shift patterns, hours, and any expectations for weekend or night work
  • Clarify the induction and training process, including how long it lasts and who will support you
  • Ask about the probation period, performance reviews, and opportunities for progression
  • Understand the pay structure, including any enhancements for weekends, bank holidays, or unsocial hours
  • Check what uniform, PPE, or equipment is provided and what you need to bring
  • Confirm the DBS check process, timescales, and whether you can start before it is complete
10

Frequently asked questions

From guide to application

Make your CV and your answers tell the same story.

Use cvlift to tailor your CV to the role and bring the most relevant experience forward. Then use this guide to practise the examples behind it.

Tailor my CV