Audio Coursesby JellypodLesson 13 of 26
Overview
Will, EnableUs Community: Alright, welcome back to the EnableUs Community Podcast! Will here, and as always, I’m joined by Winter. Today, we’re breaking down a simple four-stage recruitment pipeline for small NDIS teams. And honestly, if you’re feeling overwhelmed by hiring, you’re not alone. I reckon most small providers are juggling a million things at once, so having a clear process is a lifesaver.
Winter, EnableUs Community: Absolutely, Will. And the first stage is all about attracting the right people. It starts with defining the role really clearly—like, what are the actual responsibilities, what’s the purpose, and what hours are you expecting? I think a lot of people skip this and just throw up a generic ad, but that’s how you end up with a pile of mismatched applications.
Will, EnableUs Community: Yeah, and you want your job ad to be values-driven, not just a list of tasks. Like, give people a reason to care about joining your team. Highlight what makes your organisation stand out—maybe it’s flexible hours, a supportive culture, or just the fact that you’re making a real impact. I always say, keep it simple and genuine. No one wants to read a corporate novel.
Winter, EnableUs Community: And where you post matters too. For small NDIS teams, Facebook groups and community noticeboards are gold, especially if you’re on a budget. But don’t forget about platforms like Ethical Jobs or Seek if you want to cast a wider net. And honestly, referrals are still the best—if you’ve got staff or clients who can recommend someone, that’s usually a win.
Will, EnableUs Community: Totally. Actually, I’ve got a quick story on that. We once put up a pretty basic ad on Seek—nothing fancy, just clear about the role and our values. And out of nowhere, we got this applicant who’d just moved to the area, had all the right checks, and was super passionate about disability support. She ended up being one of our best hires. Sometimes, it’s just about being in the right place at the right time with the right message.
Winter, EnableUs Community: That’s such a good point. And, as we talked about in our episode on job ads, it’s not about being everywhere—it’s about being where your ideal candidates are and making your ad stand out for the right reasons.
Winter, EnableUs Community: So, once those applications start rolling in, it’s time to get organised. I always recommend having a shortlisting checklist—just something simple to compare candidates against your must-haves. Like, do they have the right checks, the experience, and can they actually communicate clearly?
Will, EnableUs Community: Yeah, and don’t be afraid to do a quick pre-screen call. Ten, fifteen minutes tops. Ask stuff like, “What made you apply?” or “Are you currently working in support work?” It saves you so much time before you get to the full interview stage. I mean, you can spot red flags early—like if someone’s super vague about their experience or doesn’t really get what NDIS work is about.
Winter, EnableUs Community: Exactly. And when you do get to interviews, structure is everything. I like to use behaviour-based questions—so, real-world scenarios about participant rights, advocacy, communication, and setting boundaries. It’s not just about ticking boxes; it’s about seeing how they’d actually handle tricky situations.
Will, EnableUs Community: Yeah, and you want to get a sense of cultural fit too. Like, will this person represent your organisation well in the community? Are they empathetic, professional, and do they actually care about the work?
Winter, EnableUs Community: I’ve got a quick case study on that. We had a candidate who, on paper, was pretty average—nothing flashy. But in the interview, she absolutely nailed the scenario questions. She talked about advocating for participants, setting boundaries respectfully, and even gave an example of handling a complaint with empathy. She’s still with us, and honestly, she’s a perfect cultural fit. Sometimes, it’s those behaviour-based interviews that reveal the real gems.
Will, EnableUs Community: And don’t forget reference checks! I know we did a whole episode on this, but it’s worth repeating—always check at least two referees, and ask about reliability, communication, and how they work with participants. It’s not just a compliance thing; it’s about making sure you’re bringing in someone you can trust.
Will, EnableUs Community: Alright, so you’ve found your person—now it’s time to onboard them properly. This is where a lot of small teams drop the ball, but honestly, onboarding is what sets your new hire up for success and keeps you audit-ready.
Winter, EnableUs Community: Yeah, first step is the paperwork—offer letter or contract, clear job title, start date, pay rate, all that. But then you’ve got to collect all the compliance documents: NDIS Worker Screening, police check, qualifications, tax and super details. It’s non-negotiable for NDIS providers.
Will, EnableUs Community: And don’t forget the induction! I always put together an Induction Pack—just a folder with all the policies, forms, training logs, and anything else they might need. It keeps everything organised and makes it so much easier if you ever get audited. Actually, last time we had an audit, the checklist saved us. Everything was in one place, and the auditor was in and out in record time. I’m not saying it was fun, but it was way less stressful than it could’ve been.
Winter, EnableUs Community: That’s the thing—onboarding isn’t just about ticking boxes. It’s about making sure your new team member understands your values, the NDIS Code of Conduct, and how to handle complaints or incidents. It’s about setting the tone for how you work together and making sure everyone’s on the same page from day one.
Will, EnableUs Community: Exactly. And the best part is, once you’ve got this four-stage pipeline in place—attract, screen, select, onboard—it just gets easier every time. You can tweak it as you go, but the bones stay the same. Anyway, that’s all from us for today. Winter, always a pleasure chatting with you.
Winter, EnableUs Community: You too, Will. Thanks everyone for tuning in. If you found this helpful, stick around for more practical tips in our next episode. See you next time!
