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Minimum qualification equivalency principles, in recommendation 209
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line up with many many elements of the Bachelor of Social Work, but they
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were actually developed to ensure there's flexibility for recruiting specialist
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Family Violence practitioners with a diverse range of qualifications.
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When you're referring to qualifications in job advertisements, you should make it very clear to
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candidates without a Bachelor of Social Work that they may still meet the minimum qualifications
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equivalency based on other qualifications, and shouldn't be discouraged from applying
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and that those who don't have an equivalent may be eligible to be employed as long as
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they're still willing to work towards an equivalency within a particular
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time period. So keep that language around qualifications encouraging.
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In terms of actually mapping equivalencies of those candidates who
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don't have that bachelor, or a Masters of Social Work, Family Safety Victoria have created an
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Organisational toolkit and that Toolkit includes an equivalency principle self-assessment tool.
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I would really recommend you take advantage of this and then request candidates to fill it in
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so you can see how aligned their qualifications are to those equivalency principles. This could
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be done at that stage two process of your recruitment so that it's less daunting and
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gives them a bit of encouragement that they perhaps might be shortlisted at this point
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and you know they're not feeling like they have to address everything right up front.
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I would say some of the best practitioners I've worked with over the years have been people who have not come up through
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bachelor degrees and a place of privilege, they have known
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real struggle, they've got lived experience and they've fought hard to get into the industry
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and do the work that they're very very passionate about. I don't think you can replicate that kind of
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passion and dedication, so I think that there's a lot to be said for people who might not meet it on
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paper and certainly any of the pre-screening and you know paying particular attention to interview
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questions that allow I guess, conversations to flow from why people are motivated to apply
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for the position.
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I'd say you will get a rich pool of candidates if you stayed up front that
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you'll consider those candidates who have related degrees or five years of relevant professional
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experience or those who have cultural knowledge or lived experience and are willing to work to
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work towards the relevant qualification, and also we're suggesting that interested candidates who
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don't know if they fit the criteria or don't have a Bachelor of Social Work to contact the
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recruiter and ask and just have a discussion about their qualifications and that you could
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provide them with a self-assessment tool so they can see where they stand.
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