Audio Coursesby JellypodLesson 03 of 26
Overview
Will, EnableUs Community: Hey everyone, welcome back to the EnableUs Community Podcast. I'm Will, and I'm here with Winter. Today we're diving into a big one—where to actually find the right NDIS talent. It's a question we get all the time, right?
Winter, EnableUs Community: Absolutely, Will. And honestly, it's not just about finding anyone—it's about finding the right people for your team. So, before you even start posting ads, you really need to get clear on what you actually need. Like, what roles are you filling? Is it support workers, admin, maybe therapists?
Will, EnableUs Community: Yeah, and I reckon that's where a lot of providers trip up. They just chuck up a generic job ad and hope for the best. But if you don't know exactly what you're after, you end up with a pile of resumes that don't fit. For me, I always start by listing out the must-haves—like, Cert III or IV in Disability, that's pretty much non-negotiable for most frontline roles.
Winter, EnableUs Community: Totally. But it's not just the paperwork, is it? I mean, you want people who can actually connect with participants. Empathy, patience, being able to problem-solve on the fly—those soft skills are just as important as the quals.
Will, EnableUs Community: Yeah, and sometimes it's even more important. Like, I've seen people with all the right certificates but, honestly, they just don't have that spark for disability support. So, when I'm writing job descriptions, I try to make it really clear we're looking for people who are passionate about making a difference. I might even throw in a line about wanting folks who genuinely care about participant outcomes, not just ticking boxes.
Winter, EnableUs Community: And then there's the whole work arrangement thing. Some roles are better as casual, others part-time, or even subcontractor. It depends on your service model and how much flexibility you need. I always say, don't be afraid to mix it up if it helps you cover shifts and keep things running smoothly.
Will, EnableUs Community: Yeah, and sometimes offering a bit of flexibility is what gets you the right person. Like, someone might be studying or have family commitments, but they're brilliant with participants. If you can work around that, you open up your talent pool heaps.
Winter, EnableUs Community: So, once you've nailed down what you're looking for, the next step is actually finding those people. And honestly, it's not just about Seek or Indeed anymore, is it?
Will, EnableUs Community: Nah, not at all. I mean, Seek's great for reach, but you can get lost in the noise. I've had better luck sometimes with the NDIS Jobs Board—it's more targeted, so you know people browsing there are actually interested in the sector.
Winter, EnableUs Community: Yeah, and don't forget EthicalJobs or Pro Bono Australia. Those sites attract people who are already passionate about making a difference, which is half the battle. But honestly, one of my best hires came from a local Facebook group. We had a support worker call in sick last minute, and I just put a post up in a community care group. Within an hour, I had three people message me, all with the right experience. It was a lifesaver.
Will, EnableUs Community: That's such a good point. Social media's underrated for this stuff. And then there's community organisations—like, local disability groups or multicultural networks. Sometimes you find absolute gems through word of mouth or just chatting to people at the community centre.
Winter, EnableUs Community: And don't forget about TAFEs and unis. If you reach out to the Cert III or IV programs, or even allied health student groups, you can find people who are super keen to get hands-on experience. They're usually flexible, too, because they're fitting shifts around study.
Will, EnableUs Community: Yeah, and if you're really strapped for time, there are agencies that specialise in disability recruitment. Just make sure they actually get NDIS compliance and all the checks, otherwise you end up doing double the work.
Winter, EnableUs Community: Exactly. The main thing is, don't just stick to one channel. The more places you look, the better your chances of finding someone who really fits your team and your values.
Will, EnableUs Community: Alright, so you've got a shortlist—now what? This is where it gets tricky, because it's not just about ticking off qualifications. You really want to see if they get the NDIS Code of Conduct, if they're culturally sensitive, and if they can actually communicate well with participants and the team.
Winter, EnableUs Community: Yeah, and I think a lot of providers forget to actually showcase what makes their organisation special. If you want to attract the best people, you need to talk about your mission, your impact, and your values. People want to work somewhere they feel like they're making a difference, not just clocking in and out.
Will, EnableUs Community: Exactly. And, you know, I heard about this provider who was struggling with turnover. They started offering proper onboarding, career progression, and just made the team culture more supportive. Suddenly, people wanted to stick around. It's not rocket science, but it makes a massive difference.
Winter, EnableUs Community: Yeah, and even little things like flexible hours or celebrating team wins can go a long way. People want to feel valued, especially in a field that's as demanding as disability support.
Will, EnableUs Community: So, I guess the takeaway is—cast your net wide, but be picky about who you bring on. And once you've got good people, look after them. That's how you build a team that really delivers for participants and keeps your service growing.
Winter, EnableUs Community: Couldn't have said it better. And that's all we've got time for today, but we'll be back soon with more tips on building great NDIS teams. Thanks for tuning in, Will—always a pleasure.
Will, EnableUs Community: Thanks, Winter. And thanks to everyone listening. Catch you next time on the EnableUs Community Podcast. See ya!
Winter, EnableUs Community: Bye everyone!
