Interview Red Flags You Should Never Ignore

Will, EnableUs Community

Alright, welcome back to the EnableUs Community Podcast! I’m Will, and I’m here with Winter. Today, we’re diving into something that, honestly, can make or break your NDIS team—spotting those interview red flags you just can’t afford to ignore. Winter, I reckon this is one of those topics that’s easy to overlook, but the consequences are massive, right?

Winter, EnableUs Community

Absolutely, Will. I mean, we talk a lot about participant-first values on this show, but when you get hiring wrong, it’s not just a paperwork issue. It’s about real people—participants—who rely on us to keep them safe, respected, and empowered. If you miss a red flag, you’re risking not just your organisation’s reputation, but the wellbeing of the people you support.

Will, EnableUs Community

Yeah, and it’s not just about skills, is it? Like, someone can have all the experience in the world, but if they don’t get the NDIS Code of Conduct, or they can’t explain how they’d support participant choice or dignity, that’s a huge warning sign. I’ve seen candidates who, when you ask about participant rights, just sort of… blank out or give you a textbook answer with no real understanding.

Winter, EnableUs Community

Exactly. And sometimes it’s even more subtle. I remember this one interview—this is a few years back now—where the candidate actually dismissed the idea of participant dignity. They said something like, “Oh, well, some people just need to be told what to do.” That was a massive red flag for me. I ended up asking a lot more follow-up questions, just to see if it was nerves or a genuine attitude. But, honestly, it just got worse the more we talked.

Will, EnableUs Community

That’s wild. And it’s a good reminder that, as we’ve said in previous episodes, you can’t just rely on a resume or a reference. You’ve got to dig into how people actually think about participants and their rights. If they’re not using respectful, participant-centred language, or if they don’t seem to get the whole autonomy and inclusion thing, that’s a big, flashing warning light.

Winter, EnableUs Community

Yeah, and it’s not about catching people out for the sake of it. It’s about making sure the people you bring on are genuinely going to uphold those participant-first values. Because, at the end of the day, that’s what keeps everyone safe and builds trust with families.

Winter, EnableUs Community

So, let’s talk about some of the behaviours you might see in interviews that should make you pause. One of the big ones for me is when a candidate starts talking negatively about their past roles or managers. Like, if they’re blaming everyone else for problems, or they can’t show any growth from challenges, that’s a real concern.

Will, EnableUs Community

Yeah, I’ve seen that too. It’s like, if someone’s just complaining about their old workplace, but never takes any responsibility, you’ve got to wonder how they’ll handle tough situations with participants or colleagues. And then there’s the overconfidence thing—people who say, “I’ve done this for years, I don’t need any more training.” That’s a classic red flag, especially in the NDIS where things are always changing.

Winter, EnableUs Community

Totally. And sometimes it’s not even what they say, but how they say it. If their answers are really vague, or they contradict themselves—like, one minute they say they’re available full-time, and the next they’re not sure about their schedule—it’s worth digging deeper. It could be nerves, but it could also mean they’re not being upfront.

Will, EnableUs Community

Yeah, and I actually had a situation where a candidate flat-out refused to do any extra training. They said, “I know everything already.” That set off alarm bells, so I went back and checked their references a bit more thoroughly. Turns out, there were a few issues in their past roles that hadn’t come up in the first round. So, sometimes those little warning signs in the interview are just the tip of the iceberg.

Winter, EnableUs Community

That’s such a good point. And, as we talked about in our episode on reference checks, it’s so important to follow up when something doesn’t feel right. Sometimes, just asking a few more questions or checking with a previous employer can reveal a lot.

Will, EnableUs Community

And don’t forget about boundaries, too. If someone’s making inappropriate jokes or being too casual about sensitive stuff, like personal care, that’s a big no-go. You want people who are professional but still warm and empathetic, not someone who’s going to cross the line or treat participants like “cases” instead of people.

Will, EnableUs Community

So, what do you actually do when you spot a red flag? I think a lot of people worry that it means you have to reject the candidate straight away, but that’s not always the case. Sometimes it’s about asking clarifying questions, or maybe scheduling a second interview to see if it was just nerves or a misunderstanding.

Winter, EnableUs Community

Yeah, and it’s really about not ignoring your instincts. If something feels off, it usually is. But you’ve got to back it up with proper process—take notes, compare with your colleagues, and make sure you’re following all your compliance checks. Like, if someone’s hesitant about paperwork or screening, that’s a bonus red flag. We see it sometimes—people who don’t want to provide their NDIS Worker Screening Check or avoid giving references. That’s a risk you just can’t take.

Will, EnableUs Community

Exactly. And at EnableUs Community, we always double down on those situations. If someone’s resistant to paperwork, we make sure to get everything in writing, and we don’t move forward until all the compliance boxes are ticked. It’s not about being difficult—it’s about protecting participants and the organisation.

Winter, EnableUs Community

And just to wrap up, remember: a perfect resume or a charming interview doesn’t guarantee a great team member. Trust your gut, follow up on red flags, and always put participant safety and dignity first. That’s how you build a team you can trust.

Will, EnableUs Community

Couldn’t have said it better myself, Winter. Thanks for tuning in, everyone. We’ll be back soon with more tips to help you build safer, stronger NDIS teams. Take care!

Winter, EnableUs Community

Thanks, Will. And thanks to all our listeners—see you next time on the EnableUs Community Podcast!