Identified Positions: Employer Guide to Clear Job Ads

Identified positions can be an important part of First Nations hiring, but candidates need clear information before they apply. A strong identified position ad explains who the role is intended for, why that requirement exists, what cultural knowledge or lived experience contributes to the work, and how the employer will support the successful candidate.

This guide is general information for employers. Always check your own legal, HR and policy advice before publishing an identified or targeted role.

What candidates need to understand

Many candidates will look for practical signals before applying. They want to know whether the role is genuinely designed for Aboriginal, Torres Strait Islander or First Nations applicants, whether the workplace is prepared to support them, and whether the application process is clear.

• Eligibility: State who the role is intended for and use accurate language.
• Reason: Explain why cultural knowledge, lived experience or community connection is relevant to the role.
• Support: Mention mentoring, cultural leave, employee networks, supervision, flexibility or other real supports.
• Process: Explain documents, interviews, timelines and who candidates can contact with questions.

How to write the title

Keep the title easy to scan. Use the normal role title first, then identified wording where it is accurate. Examples include Aboriginal Health Worker, First Nations Program Officer, Indigenous Graduate Program, or Policy Officer - Aboriginal Identified. Avoid vague titles that make the role sound symbolic rather than substantial.

What to include in the body

The body of the ad should describe the work before it describes the requirement. Candidates still need to understand duties, team structure, salary, location, contract length and selection criteria. After that, explain the identified nature of the role in plain language.

For example, say that the role works directly with Aboriginal and Torres Strait Islander communities, supports culturally informed program design, or requires lived experience to build trust and improve outcomes. Keep the explanation connected to real duties.

Common mistakes to avoid

• Using identified wording without explaining what it means.
• Leaving out salary, location or closing date.
• Overloading the ad with generic diversity statements instead of practical support.
• Making candidates hunt for eligibility or application requirements.
• Forgetting to include a real contact person for questions.

Where to publish identified positions

Identified roles should be easy to find in an Indigenous employment context. Employers can post identified positions for free on Barayamal, then share the listing through relevant sector, local and community channels. The job can also be supported by the employer guide, the employer trust FAQ and candidate-facing job alerts.

Before publishing

• Confirm the role type and eligibility language internally.
• Check salary, closing date, location and flexibility details.
• Add a short explanation of why the role is identified.
• Include cultural safety and support details that are true today.
• Make the apply process simple and include a contact person.

For more candidate-facing context, read what an identified position is. For employer distribution, compare where to post Indigenous jobs or publish your role on Barayamal.