Who we look for
Are you committed, energetic and resilient? Then you might just be who we are looking for.
We are seeking people who are aware of matters affecting Aboriginal and Torres Strait Islander peoples and who are motivated to help.
We encourage applicants from a wide range of backgrounds, academic disciplines and industry sectors.
We want people with strong communication and interpersonal skills who can build trusted relationships and work collaboratively.
Sound judgment and problem solving skills are a must, as is the ability to be responsive and flexible.
NIAA Values and Behaviours
NIAA employees strive to work together as one team. Our cohesiveness is underpinned by our shared values and behaviours:
- We respect multiple perspectives.
- We are authentic.
- We are professional and act with integrity.
- We invest in each other’s success.
- We deliver with purpose.
Our values and behaviours are incorporated into all aspects of our business to enable a cohesive culture across our workforce, and this represents an extension to the APS Values. Our values and behaviours are supported by the continuing commitment to our Footprints program. Our cross-cultural learning program is designed to strengthen our individual and organisational competency and appreciation for diversity in all aspects of our work.
Our Application and Selection Process
Available roles are advertised on our website and APSJobs (at minimum). Before submitting an application you should determine your eligibility to apply (noting Australian citizenship and security clearance requirements).
Generally, we request a one page pitch and your resume in either a Microsoft Word or PDF format as part of your application. Your application must be submitted online via our Current Opportunities portal. For specific questions relating to the role you are applying for, please contact the listed contact officer stated in the candidate pack.
Each classification level has an APS-wide Work Level Standard, these include an overview of the broad job requirements, key duties and responsibilities, the knowledge and skills expected and describe the effective performance at the advertised classification. Being aware of these standards will assist you with determining the classification level that best aligns with your skills, knowledge and experiences.
Please note, all NIAA positions are classified as Identified positions to signify the strong involvement all roles have relating to Aboriginal and Torres Strait Islander matters. This means that cultural competency is a mandatory selection criteria that will be assessed as part of all formal and informal engagements into the Agency.
An overview of the general NIAA recruitment process is listed below.
Eligibility
Before applying for a job with NIAA, ensure that you meet the eligibility criteria:
- Australian Citizenship
- Security clearance (or ability to obtain and maintain a security clearance where required, noted in each vacancy)
- Qualifications (where required)
- Identified Roles (open to all Australians but requires candidates to demonstrate cultural competency) – The Australian Public Service (APS) advertises some jobs as Identified positions. These are roles that require people to have an understanding of the matters impacting Indigenous Australians and a proven ability to communicate sensitively with them. These requirements are generally for jobs that involve providing services or developing policies for Indigenous Australians, and/or direct interaction with Indigenous communities. Identified positions are crucial in ensuring that the APS has the right people working on initiatives to improve the delivery of services and close the gap between Indigenous and non-Indigenous Australians.
- Affirmative Measures - Indigenous (positions only open to Aboriginal and/or Torres Strait Islander people) – Jobs in the APS are generally open to all Australian citizens. However, there are some jobs that are open only to specific members of the Australian population. This practice is known as an Affirmative Measure, and is a targeted strategy to ensure the diversity of the APS workforce reflects the diversity of the Australian population. The Australian Public Service (APS) advertises some jobs as Affirmative Measures. Any job can be restricted to Aboriginal and/or Torres Strait Islander people only, and it doesn't necessarily have to involve working on Indigenous issues. If a position has been advertised as an Affirmative Measure Indigenous role, it will be clearly identified this way. The use of the Indigenous Affirmative Measures provision at NIAA allows for targeted recruitment of Indigenous Australians into our Agency. If you are applying for an Affirmative Measures position, you will need to provide evidence of your Aboriginal and/or Torres Strait Islander heritage within the application form.
- Affirmative Measures – Disability (positions only open to people with disability) – Jobs in the APS are generally open to all Australian citizens. However, there are some jobs that are open only to specific members of the Australian population. This practice is known as an Affirmative Measure, and is a targeted strategy to ensure the diversity of the APS workforce reflects the diversity of the Australian population. The Australian Public Service (APS) advertises some jobs as Affirmative Measures. Any job can be restricted to people with disability only, and it doesn't necessarily have to involve working on matters associated with disability services. If a position has been advertised as an Affirmative Measure Disability, it will be clearly identified this way. The use of the Disability Affirmative Measures provision at NIAA allows for targeted recruitment of candidates with disability into our Agency. If you are applying for an Affirmative Measures position, you will need to indicate your disability status on our application form and provide confirmation from a certified medical practitioner.
Thinking about applying?
Before deciding to apply for our jobs, we recommend you look at the Candidate Pack (titled ‘Want More Information’) to understand the key requirements of the role, selection documentation and consider speaking with the contact officer to clarify any questions you have.
What should I include in my one page pitch?
Your one page pitch is a chance to tell us why you are the right person for the job. We want to know why you want to work at the NIAA, why you are interested in the role, what you can offer us, and how your skills, knowledge, experience and qualifications are applicable to the role. Essentially, why should we hire you?
Try not to duplicate information that can already be found in your resume, but do highlight any specific examples or achievements that will demonstrate your ability to perform the role including your cultural capability in relation to Aboriginal and Torres Strait Islander people.
How do I apply?
NIAA uses an online recruitment system for receiving job applications, we do not accept emailed responses. Applications must be submitted through the online system, by the listed closing date.
Create a new account
If this is the first time you have applied for a job with NIAA (or haven’t applied for a job with NIAA since December 2022 when the new NIAA eRecruit system was established), you will be required to create an account by following the new user registration steps. This simple step-by-step process will ask you to enter an email address (username) and create a password.
Access an existing account
If you wish to apply for a role and have a current account (created after December 2022 – prior to this time applications were submitted in the previous PMC/NIAA eRecruit system), log into your account and select the vacancy you wish to apply for. If you have forgotten your password or username click on the ‘Forgotten your Password’ link and a reset password link will be sent to your email address.
Problems with accessing online system
If you are unable to submit your application via the online recruitment system, please contact the Recruitment Team on (02) 6215 1000 (option 2) or email help@niaa.gov.au.
How will my application be assessed?
Your application will be assessed on your ability to demonstrate that you possess, or have the real potential to develop, the required skills, knowledge, experience and qualifications to perform the advertised role. These requirements are based on the information provided to you as part of the job advertisement.
If your application is shortlisted, you may be asked to undertake further assessment to test your ability to perform the role.
What type of assessment is involved?
The selection process used will vary depending on the requirements of the role, but will generally include the following:
- assessment of your cultural capability where you are required to demonstrate your awareness of matters relating to Aboriginal and/or Torres Strait Islander peoples and an ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander peoples and communities
- shortlisting and review of application response and your CV
- interview and potentially a work sample test
- referee checks.
How are selection decisions made?
We make all selection decisions based on merit, which means that:
- the assessment process is fair and consistent
- assessment is based on job specific requirements
- based on the assessment, the best person for the job gets the job.
Will I be advised of the outcome of the selection process?
At the completion of the selection process you will be advised of your outcome. Applicants will be provided with the details of a contact who is able to provide you with feedback.
If you are selected as the successful candidate – You will be contacted to discuss things like classification, salary, security clearances and start date, as well as asked to complete any relevant new starter paperwork.
If you are not selected as the successful candidate – It does not mean that you cannot do the job, it just means that in this instance you were not the preferred candidate. Remember to ask for feedback to help you improve your chances in the future.
In some cases, when you are notified that you didn’t get the job you may be told that you have been placed in a merit pool. This is great news as it means that you may be considered for similar roles in the Agency (within the originally advertised locations) as they become available over the next 18 months from the date of advertisement.
What is required for Onboarding into the NIAA?
Your new work area within NIAA will be responsible for organising your onboarding into the Agency, this includes deciding on a proposed start date. Due to the nature of work undertaken by NIAA, you will need to undergo pre-employment screening (security and background checks) prior to being issued with a formal offer of employment. When negotiating a start date the security requirements of the role will be a factor in determining how quickly you can commence in your new role.