How Employers Can Attract First Nations Candidates

Attracting First Nations candidates is not only about posting a vacancy. The strongest employers make the role easy to understand, show why the workplace is worth trusting and remove unnecessary friction from the application process.

Start with a clearer job ad

• Use plain language and explain the real work, not only internal titles.
• Say whether the role is identified, targeted or open to all candidates.
• List must-have requirements separately from nice-to-have experience.
• Include salary, location, flexible work, cultural leave and support where possible.
• Link to your reconciliation, community or inclusion work only when it is real and current.

Build trust before asking for an application

Candidates want to know whether the workplace is safe, respectful and serious about Indigenous employment. Add information about supervision, mentoring, onboarding, community engagement, staff networks and who applicants can contact with questions.

Make the process easier to complete

• Keep application steps short and explain selection criteria.
• Allow cover letters or short responses instead of long duplicate forms where possible.
• Give interview questions or themes in advance when appropriate.
• Follow up respectfully, even when candidates are unsuccessful.

Post where candidates are already searching

Employers can create an employer account and post Indigenous jobs on Barayamal. For more detail, read how to write inclusive job ads and why post Indigenous jobs on Barayamal.