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One of the things that I would sort of suggest and recommend is things like open days,
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career days, which you could potentially do even as a region. Although people will be thinking,
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get together with other organisations within a region and do some career days, open days, it's
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a good way to invite potential candidates coming in so they can find out a little bit
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more about what your organisations do and it's a great way for for networking as well.
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On the graduate side, university talks is something that we've actually done at RWAV
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that we've gone to a number of the different universities to the final year students and
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giving them a bit of a talk. Have you looked to existing staff? Is there anyone of your existing
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staff that actually could be upskilled to do that role and then maybe you could backfill theirs.
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So don't forget actually to look at the existing staff that you've got when when new opportunities
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do come up. You got to be really proactive in your search and these days it is all about networking
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and social media and going through there. Good job ads really important that sell the role in
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the environment where the person is going to be working. Stories and videos, having people
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talking about the role, about the organisation and what they do can be really really powerful. We all
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love stories, we all love to hear about anecdotal information and even putting it into a video and
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then attaching that to your advert can be so powerful. Some of the things that we've done
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for VACCA, we are an Aboriginal organisation, but in terms of being able to promote our workplace is
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tapping into staff, doing clips to talk about what it's like to work at VACCA and I think that that
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sort of genuine human connection with another Aboriginal person who's enjoying the work and
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gets a lot out of it as their workplace and their career will do a lot more to sell a person on
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applying than potentially just a well-crafted PD. One would be to really look at building relationships
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One would be to really look at building relationships
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with your community. I did some work for Court Services Victoria and it's really interesting
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that a 10 minute Google search actually led me to quite a few Women in Law networks and so the idea
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is if you can get into some of those spaces that the relationships you you build with your communities
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may actually then be your future candidates or be your future employers as well. The second
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point really that I have to make is around public image and also what's your point of difference? So
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so you look at for example the zero diversity inclusion website and it's very welcoming that
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if you're a person with multiple dimensions of diversity then you you can actually see yourself
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in the advertising. So what people are looking for I think is to make sure that there is good
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public image, not tokenistic we usually can also clearly articulate the values of the organisation.
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One of the biggest feedbacks that we hear from candidates is that they didn't hear anything.
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If you imagine that you're taking the time to put in an advert, to respond to an advert to an
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organisation and they don't even get back to you, even if another role comes up with that company
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you know what you're going to avoid them. So it is really important that you look at that candidate
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care even if they're not right for you they could be a good candidate and you might want to keep
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them in a candidate pool for another role but if you haven't got back to them or they haven't
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had a good experience through the whole interview process then trust me you've lost that candidate.
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