The Barwon Health Interview process is broken into four sections: motivational questions, values-based questions, technical questions and behavioural questions. The Barwon Health Interview process is broken into four sections: motivational questions, values-based questions, technical questions and behavioural questions. 

Motivational Questions
Motivational questions are designed to assess suitability for the core nature of the tasks and working environment of the role. The questions asked are designed to see how motivated you are to perform the role.  

Values based questions
Values based questions help our hiring managers recruit staff who have the right attitudes and values for the job. One or two questions will be asked around one or all of the Barwon Health values: respect, compassion, commitment, accountability and innovation. This is designed around Barwon Health’s Strategic direction Pillar:  “Our People at their best” requiring all people joining our workforce to fit our values and demonstrate “Living the values in every action and interaction.”

Technical Questions
Technical questions are questions that are specific to the role you have applied for. These questions usually require an answer that is experienced with understanding of the responsibilities of the role. In some instances the technical question will be a case study, a specific situation or operation of equipment.

Behavioural questions
A behavioural based question is a technique used by the interviewer to determine whether an applicant is suitable for a position by how they describe past behaviour.
Barwon Health wishes to retrieve and retain the best talent with employees whose values align with our own. The best way we can find the perfect candidate who represents these values is to ask questions based on the premise that your past behaviour is the best predictor of future behaviour. You will be asked 4 x behavioural questions based on our leadership capability Framework. Please look at the position description for the role to see what behaviours and capabilities are required.

In order to answer in the correct structure you will need to answer these questions using the STAR model. 

Why do we use behavioural questions in our interviews?

• Candidate provides evidence of performance and capabilities
• Removes gut feel from the interview and selection process
• Best predictor of future behaviour or performance
• Highlights what candidates have done and can do rather than what they say they can do.