Many employers tell us the same thing: they have roles they cannot fill, and the candidates who apply are not the right fit. At the same time, there are capable people who struggle to get a first interview because their background does not look conventional on paper.
This article is for employers who want to look further. It explains who might be in the talent pools you are overlooking, what they bring and how we support employers who take them on.
Who you might be missing
Traditional recruitment tends to favour people with continuous work histories, the right keywords on their resume and confident interview skills. That screens out many people who would do the job well, including:
- women returning to work after caring for family
- veterans and partners of ADF members
- mature-age workers changing industries
- young people looking for a first job
- people with disability
- people from diverse cultural and linguistic backgrounds, including those with overseas qualifications
- people who have been out of work for a long time
Each of these groups brings real strengths. You can read more in our articles on women returning to work, veterans and ADF families, mature-age job seekers and people with disability.
What inclusive hiring looks like
Inclusive hiring does not mean lowering standards. It means making sure your process tests for the things that actually matter in the role. Practical steps include:
- writing job ads that describe the real requirements, not an ideal wish list
- being open to experience gained outside paid work, or in other industries
- offering adjustments during interviews, such as written questions or a quieter room
- using work trials or practical tasks where they give a fairer picture than an interview
- thinking about flexibility in hours or start times where the role allows
Candidates prepared for the role
When we introduce a candidate, they have been prepared for that specific kind of role. Depending on the person and the job, preparation can include pre-employment workshops, accredited training through our partner registered training organisations, and practice for interviews and workplace expectations.
We start by understanding what you need: the skills, the workplace culture, the pace of onboarding and what success looks like in the first three months. That way we only introduce people who are a genuine match.
Support after they start
The first weeks are when placements are most fragile. With the new worker's agreement, we stay in touch with both of you through that period. If a practical issue comes up, such as transport, rostering or a misunderstanding, there is someone to help sort it out before it becomes a resignation. You can read more about why support after placement matters.
The best hire is not always the most polished applicant. It is the person who will do the job well and stay.
Working with us
If you have roles to fill and are open to candidates who bring something different, we would like to hear from you. Tell us about your vacancies through our contact form or call 1800 993 557. You can also read about our approach to partnering with employers.