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Many small care providers look for support workers in local Facebook groups. Seven steps to write a clear post, collect applications in one place instead of comments and inboxes, and handle applicants' information properly.
Some small NDIS, home care and community care providers spend little on job boards. Instead, they post in local Facebook groups, share the post on LinkedIn, and ask people to comment, send a message or email a resume. People do reply. The difficulty is what happens next: replies arrive in comments, Messenger, email and texts, often with different details, and they can be hard to find again when the next role comes up.
These seven steps keep the reach of Facebook groups while making applications easier to manage.
This guide is general information only and is not legal advice. Your obligations depend on your organisation and circumstances. If you're unsure, check the official sources linked below or get professional advice.
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Focus on the essential skills, qualifications and requirements of the role. Avoid language that directly or indirectly discriminates against applicants based on protected personal characteristics, unless a lawful exception applies.
Comments and private messages spread applications across places that are hard to search. Ask everyone to apply through one link to a short application form that works on a phone, so every applicant provides the same details in the same place.
On the form, tell applicants who you are, why you're collecting their details, how you'll use them and how to contact you.
If someone comments "interested", reply with the same link rather than asking them to post their details publicly. Personal information shouldn't be shared in a public thread.
A short form is more likely to be completed. At the application stage, ask for the information you reasonably need to assess the application — for example contact details, postcode, availability, relevant checks or qualifications they hold, and a resume. Leave details such as bank accounts and tax file numbers until after an offer, and request identity documents only when you need them for a required check.
Applicants often apply to several organisations at once. A short acknowledgement, such as "Thanks for applying — we'll be in touch by Thursday", lets them know what to expect. A reply template saves time.
Not every suitable applicant will be the right fit for your current vacancy. The person who wasn't available for Tuesday mornings in Penrith might be perfect for a new client in Blacktown next month. With appropriate notice and permission, consider retaining applicants' details in a talent pool for future recruitment opportunities.
Under the Australian Privacy Principles, where applicable, unsuccessful candidates' resumes, contact details and other recruitment information are personal information that requires appropriate handling. The Fair Work Ombudsman addresses this in its workplace privacy best practice guide. Most small businesses with an annual turnover of $3 million or less aren't covered by the Privacy Act, but some are regardless of turnover — including health service providers (OAIC: small business).
Make sure applicants understand how their information will be used, keep their information secure, limit access to authorised personnel and establish an appropriate retention and deletion process.
Note which groups led to applicants you went on to hire. After a few rounds, you'll know which groups are worth your time.
Adapt these lines for your post, and include only requirements that genuinely apply to the role:
Workforce Ignite gives you the one application link. Build your form once (your questions and your colours), share its link in your posts and embed it on your website. You can add a tick box asking applicants whether you may keep their details for future roles. Every application arrives in your own talent pool with the applicant's answers, postcode and resume, and only people in your organisation with access to the talent pool can see it. When a new client comes in, the Talent Map shows who lives nearby.
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