What do employers usually ask in a phone screening?

A phone screening usually takes 5–15 minutes and covers your availability, earliest start date, visa working rights, relevant experience, and whether you can commute to the workplace. An in-person interview or trial shift is often scheduled during this call, so it helps to have your calendar and notes on hand while you talk.

Is it OK to ask about the hourly rate in an interview?

Yes — asking about pay is a legitimate right and is not considered rude in Australia. Check the minimum rate under the relevant industry award, the hourly rate including casual loading, and whether weekend and public holiday penalty rates apply. You can look up minimum pay rates at fairwork.gov.au. On the flip side, be wary of workplaces that offer to pay you 'in cash' while avoiding any talk of payslips.

Are trial shifts supposed to be unpaid?

No. If you performed actual work, the general rule is that you must be paid . Under Fair Work Ombudsman guidance, unpaid trials are only permitted in very limited cases, essentially a brief demonstration of skills — the detailed legal requirements are covered in our 'Unpaid trials and internships' guide. Before you start, always confirm whether the trial is paid, the hourly rate, and the expected hours, and keep a record such as a text message.

What should I do if I'm asked about my age, pregnancy plans, or country of origin?

If this kind of information is used in a hiring decision, it may breach federal and state anti-discrimination laws. In the moment, you can politely steer the conversation back to job relevance — for example, 'It won't affect my ability to do the job' — or choose how much to answer, and make a note of the question and the date. If you suspect discrimination, you can lodge a complaint with the Australian Human Rights Commission (humanrights.gov.au); see our 'Responding to racial discrimination' guide for the process.

How should I answer questions about my visa working rights?

Answering truthfully is the only safe approach. Employers can check your visa conditions through VEVO — and they are expected to. Don't hide or gloss over conditions such as the 6-month limit with one employer on Working Holiday visas (417/462, condition 8547) or the work-hour cap on student visas — explain them as they are. False statements can be grounds for visa cancellation. Check your current conditions at immi.homeaffairs.gov.au.

Do walk-in applications still work?

In cafes, restaurants, and retail, it is still a practice that works. Visit during a quiet time of day, avoiding the lunch peak, ask for the manager, hand over a printed resume, and give a brief introduction. That moment is effectively your first interview, so neat clothing and a friendly greeting matter.

How do I follow up after an interview?

Send a short thank-you email or text on the same day or the next day, and once any timeframe you were given has passed, it is fine to politely follow up on the outcome. For casual positions, results often come within a few days. It is also normal to keep applying elsewhere while you wait for an answer.

Preparing for job interviews in Australia — question types, STAR, phone screening, trial shifts - Melbourne

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Preparing for job interviews in Australia — from phone screening to trial shifts

Question types, the STAR answer structure, phone screenings, trial shift practices, your right to ask about pay, and how to handle unlawful questions — an Australian interview preparation guide for working holiday makers and first-time casual job applicants.

What makes Australian job interviews different

Imagine arriving on a Working Holiday visa and applying for your first casual cafe job. Hiring in Australia typically runs in the order of phone screening → in-person or video interview → trial shift, and this pattern is especially clear in the hospitality industry. Rather than formal, high-pressure interviews, the norm is a practical, conversational format that checks your attitude, communication, and availability. The overall job-search process is covered in our 'Finding a job' guide — this guide digs deep into the interview stage only.

Casual job interviews vs office job interviews

Casual jobs in cafes, restaurants, and retail are often decided by a short chat with the manager (10–20 minutes) plus a trial shift, and your availability and start date can make or break the outcome. Office and professional roles, by contrast, centre on structured behavioural interviews (questions about past experience), with video interviews and multiple rounds being common. In both cases, organising your experience in the STAR structure prepares you to respond.

The 3-stage hiring flow — from screening to trial

Stage 1, the phone screening, often comes without warning within a few days of applying. It takes 5–15 minutes to confirm your availability, working rights, and experience, and to schedule the next step. Stage 2, the in-person or video interview, assesses your experience and attitude — and asking about the hourly rate, the roster, and probation conditions at this point is your legitimate right as an applicant. Stage 3, the trial shift, is a common practice in hospitality: usually 1–3 hours of actual work to see how you perform.

Trial shifts — if you did 'work', payment is the rule

Under Fair Work Ombudsman guidance, the general rule is that a trial involving actual work must be paid; unpaid trials are only permitted in very limited cases, essentially a brief demonstration of skills. The specific legal requirements are covered in detail in our 'Unpaid trials and internships' guide. If you are offered a trial, confirm whether it is paid, the hourly rate, and the expected hours before you start, and keep a record.

Phone screening: be ready to answer unknown Australian numbers — move to a quiet spot and keep your resume and availability notes handy. If you miss the call, ring back straight away.

What to bring, what to wear, when to arrive — pre-interview checklist

Australian interviews involve minimal paperwork, which makes on-the-spot performance all the more important. Arriving 10–15 minutes early is basic etiquette, and if you are running late, always call or text ahead. For clothing, neat smart casual is the standard rather than a full suit; for roles like hospitality with their own work attire, it's fine to ask in advance.

2–3 printed copies of your resume plus referee names and contact details — be ready for walk-in applications and handing documents over on the spot.
Proof of working rights — passport, visa grant notice, or a VEVO check result. Depending on the role, also bring certificates such as an RSA (Responsible Service of Alcohol) or White Card (construction sites).

4 types of interview questions

Australian interview questions fall broadly into four types. The first two are areas where preparation lets you show your ability; the third is an area where you must answer truthfully; and the fourth is where you need to know your rights as an applicant.

Behavioural questions (experience-based)

These ask about real past experience — 'Tell me about a time you handled a busy period.' The standard response is to answer with your own experience organised in the STAR structure.

Situational questions (hypothetical scenarios)

These ask how you would handle a hypothetical situation — 'What would you do if an unhappy customer came in?' The key is not to recite a memorised 'correct answer' but to calmly explain your priorities (safety, the customer, escalation to management).

Availability and working-rights checks (lawful questions)

Your available days and hours and your visa working rights are lawful, routine questions employers need to verify. Explain conditions such as the Working Holiday 6-month limit with one employer (condition 8547) exactly as they are. If sponsorship comes up, see our 'Employer-sponsored visas (482/186)' guide, and consult an OMARA registered migration agent for advice on your individual situation.

Potentially unlawful questions (applicant protections)

If your age, pregnancy or family plans, country of origin, race, or religion are used in a hiring decision, this may breach anti-discrimination laws. Steer the conversation back to job relevance and make a note of the question. For the complaint process, see humanrights.gov.au and our 'Responding to racial discrimination' guide.

The STAR method — how to prepare for behavioural questions

STAR is a structure for describing your experience in the order Situation → Task → Action → Result. The point is not to memorise model answers, but to organise your own real experiences into this framework in advance so you can draw on them no matter what question comes. Prepare in these five steps.

Pick 6–8 representative experiences from part-time jobs, study, clubs, or volunteering and organise them in a STAR table — a hectic day, recovering from a mistake, a team conflict, handling a customer, and so on.
Practise compressing the Situation and Task into one or two sentences each — if the background drags on, you run out of time for the Action and Result that actually matter.

Red flags and 5 common mistakes

An interview is where the employer evaluates you — but it is also where you evaluate the employer. Keep these warning signs and common mistakes in mind.

Workplaces that offer to pay 'in cash' while dodging talk of payslips or contracts — unrecorded cash payment is a classic red flag that leads to below-minimum wages, unpaid superannuation, and no workers compensation coverage.
Long or repeated demands for an 'unpaid trial' — a trial that is unpaid while you do actual work is highly likely to be a problem under Fair Work standards. Confirm whether it is paid first, and see our 'Unpaid trials and internships' guide for how to judge.

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