Aged care and disability support hiring has a unique shape: the qualifications are checkable in seconds, and the thing that actually matters — how a person treats vulnerable people on a hard day — is nearly invisible until they’re on shift. Every provider is also hiring under workforce shortage, which pressures teams to skip the very screening that protects care quality.
Async video screening doesn’t solve the shortage, but it changes the trade-off: you can hear every applicant talk about real care situations without adding a week of phone calls, and you build a consistent, recorded basis for every shortlist decision — which matters in a sector where decisions get audited.
The question set
1. “Tell us about a client or resident you found difficult to support. How did you approach it?” — 2 minutes. The heart of the screen. Strong answers show respect for the person even in the telling — no mocking, no frustration leaking through, specifics about what they tried. This answer alone is worth more than the rest of the application combined.
2. “What certificates do you hold — Cert III or IV, First Aid — and do you have a current NDIS Worker Screening Check or WWCC?” — 45 seconds. The compliance gate, cleared in under a minute. You’re confirming existence now, verifying at offer.
3. “A care plan says one thing, but the client is asking for something different in the moment. How do you handle it?” — 90 seconds. Judgement between rules and dignity — the daily reality of the job. There’s no single right answer; you’re listening for whether they’ve actually stood in that spot before.
4. “What’s your availability for shift work, and do you drive?” — 30 seconds. Rostering and community-visit reality. Transport is a quiet placement-killer in community care.
5. “Why care work — what keeps you in it?” — 60 seconds. Retention signal. People with a real answer stay longer. People who need a job deserve honesty about what the work is — and you deserve to know what you’re hiring.
Reviewing with care (and a defensible record)
Rate independently before comparing notes if you review as a team — it keeps one loud opinion from anchoring the panel. Notes and ratings against identical questions give you something unstructured phone screens never can: a consistent, reviewable record of why each decision was made.
One more thing that matters in this sector: candidate recordings are sensitive personal information. RecruitScreen stores them onshore in Sydney and deletes them automatically after campaigns close — the full picture is on the data residency page, and the sector guide is at healthcare and aged care screening.
Start a free trial — this question set is ready to paste into your first campaign.