Our Processes Are Unique

Traditional sourcing and assessment methods are a key contributor to high Aboriginal and Torres Strait Islander unemployment rates, resulting in 30% less workforce participation nationally across organisational landscapes. Diversity Australia’s Aboriginal and Torres Strait Islander Recruitment Assessments Frameworks offer a design program with a relaxed and culturally sensitive approach, in contrast to traditional approaches most firms undertake that can create an uncomfortable environment for candidates. Additionally we design and  implement a non-verbal assessment and culturally sensitive induction processes that removes communication barriers, reduces turnover and leads to long term safety and well being in the workplace.

Our Indigenous Employment Plans take the long term view which includes effective attraction, recruitment and selection strategies and tailored assessment programs to ensure Indigenous candidates meet your needs.   Diversity Australia’s process of determining the Right Person  for the role looks at the behavioural components as a function of the person, their skills and temperament combined with the environment in which they would work for your business.

Identifying potential Indigenous candidates requires a tailored recruitment and assessment process to place the right people in the right role in the right environment. We have developed a number of culturally fair and flexible recruitment processes to identify Indigenous candidates which can be tailored to meet the needs of a multitude of sectors and address the specific challenges and opportunities our clients face. These processes include:

1. Undertaking functional job assessments to determine best methodology for identifying Indigenous candidates in that sector
2. Establishing competency benchmarks to ensure a fair and equitable selection process is achieved to maximise placement
3. Engaging with training and support organisations to up skill and support candidates to ensure they bring the right skills required for each role
4. Tailoring resume screening, phone interviews, assessment centres and group interview environments in line with the competencies and abilities of applicants in unique environments
5. Working with employers and job network providers to facilitate Pre-employment training for positions requiring specific licences and tickets as and when required
6. Working with Indigenous services to provide the relevant documents needed such as birth certificates and proof of Aboriginality forms