Where to Begin with NDIS Staff Recruitment

Identifying Key Roles and Requirements

Will, EnableUs Community: Alright, welcome back to the EnableUs Community Podcast! I’m Will, and I’m here with Winter. Today we’re diving into where to even start with NDIS staff recruitment. It’s a big one, hey Winter?

Winter, EnableUs Community: Absolutely, Will. I think a lot of people get a bit overwhelmed at the start, like, “Do I need a whole team straight away?” But honestly, it’s about figuring out what roles you actually need based on your NDIS registration groups. So, if you’re offering personal care, you’re probably looking for support workers with direct care experience. If you’re doing behaviour support, you’ll need clinicians or behaviour practitioners. And for plan management, you’re after someone with financial admin skills.

Will, EnableUs Community: Yeah, and it’s not just about ticking boxes for qualifications, right? Like, you want people who’ve got the right certificates—Disability Support, Behaviour Management, all that—but also those soft skills. Empathy, good communication, reliability. I mean, you can teach someone a process, but you can’t really teach them to care, you know?

Winter, EnableUs Community: Exactly. And availability matters too. I always say, think about what works for your business—do you need someone casual, part-time, or full-time? My first hire was actually a support worker with a background in Behaviour Management. She just set the tone for the whole team’s culture. Like, she was so values-driven, and it made such a difference. I still remember thinking, “If I can find more people like her, we’ll be alright.”

Will, EnableUs Community: That’s such a good point. And, look, compliance is huge. You’ve gotta make sure everyone’s got their NDIS Worker Screening Check, First Aid, CPR, infection control training—the works. It’s not just about covering yourself, it’s about making sure participants are safe and getting quality support.

Winter, EnableUs Community: Yeah, and don’t forget to check references and employment history. I know it sounds basic, but it’s easy to skip when you’re in a rush. But it really helps you avoid headaches down the track.

Crafting Job Ads and Reaching the Right Candidates

Will, EnableUs Community: So, once you know who you need, you’ve gotta actually find them. And that starts with a good job ad. I reckon a lot of people just copy and paste the same old thing, but you want your ad to stand out, right?

Winter, EnableUs Community: Yeah, totally. Be clear about what the role involves—like, what kind of support, what hours, where it’s based. And don’t just list qualifications, talk about the kind of person you’re after. If your organisation’s mission is important to you, put that front and centre. It attracts people who actually care about what you’re doing, not just anyone looking for a job.

Will, EnableUs Community: And use plain language, too. You want people to feel like they can actually apply, not get scared off by jargon. Now, where you post the ad makes a massive difference. I used to just chuck everything on Seek and Indeed, but honestly, I had way more luck with niche places. Like, there was this one time I was struggling to find a good support worker, and I ended up posting in a local Facebook group. Got this absolute legend who’d never even seen the ad on the big job boards. Sometimes it’s about meeting people where they are, you know?

Winter, EnableUs Community: Yeah, I’ve had similar experiences. Ethical Jobs is great if you want people who are values-driven. And don’t forget university boards—if you’re after allied health students for casual roles, that’s a goldmine. Even your own website or community can be a good source. People who already know your brand are more likely to be a good fit.

Will, EnableUs Community: And, like, don’t be afraid to get creative. Sometimes the best hires come from the most unexpected places. Just gotta keep your eyes open.

Interviewing, Onboarding, and Creating a Values-Aligned Team

Winter, EnableUs Community: Alright, so you’ve got some good candidates—now comes the tricky bit: interviews. I always try to go beyond just “Can you do the job?” and look for cultural fit. Like, do they get what person-centred care actually means? Are they professional? Do they have empathy?

Will, EnableUs Community: Yeah, and I like to ask stuff like, “Tell me about a time you managed a tough support situation.” Or, “How do you keep boundaries with participants?” It’s not about catching them out, it’s about seeing how they think and if they align with your values.

Winter, EnableUs Community: Exactly. And once you’ve found the right person, onboarding is everything. You can’t just throw them in the deep end. You need a proper induction—walk them through your policies, how to report incidents, confidentiality, all that. It’s about setting them up for success and making sure they know how to do things the right way, not just the easy way.

Will, EnableUs Community: Yeah, and honestly, that’s what’s helped us build a sustainable team at EnableUs. We didn’t rush it. We focused on compliance, but also on culture and values. And it’s paid off—we’ve got a team that actually cares and sticks around. I mean, it’s not always perfect, but it’s a lot better than just hiring whoever’s available.

Winter, EnableUs Community: Couldn’t agree more. If you take the time to hire intentionally and give people the right tools from day one, you’re setting your business up for long-term success. And your participants feel the difference, too.

Will, EnableUs Community: Alright, I reckon that’s a good place to wrap up for today. We’ve covered a lot, but there’s heaps more to dig into next time. Winter, always a pleasure chatting with you.

Winter, EnableUs Community: You too, Will. Thanks everyone for listening, and we’ll catch you in the next episode. Bye!

Will, EnableUs Community: See ya!