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Aboriginal and Torres Strait Islander people are advised that this website may contain images and voices of deceased people.

Recruitment and selection

Who we look for

We encourage applicants from a wide range of backgrounds, academic disciplines and industry sectors.

We seek people who are:

  • committed, energetic and resilient
  • aware of matters affecting Aboriginal and Torres Strait Islander peoples and who are motivated to help
  • passionate about collaboratively working with others to build trusted relationships

NIAA employees strive to work together as one team, working through our shared values and behaviours
Our work is supported by our continuing commitment to our Footprints program. This cross-cultural learning program strengthens our individual and organisational competency and appreciation for diversity in all aspects of our work.

Before you apply

Before deciding to apply for a job with us, we recommend you:

  • to find out more, read about How to Join the APS – to ensure you meet the eligibility requirements
  • further information and support for Applying for jobs in the APS can be found in Cracking the Code.
  • review the candidate pack attached to the position of interest (titled ‘Want More Information’) to understand the key requirements of the role
  • consider speaking with the contact officer to clarify any questions you have.

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 help you know which classification level best aligns with your skills, knowledge and experiences.


Check that you meet the requirements of the position. This includes:

  • Australian citizenship 
  • security clearance (or ability to obtain and maintain a security clearance where required, noted in each vacancy)
  • qualifications.
  • Identified Roles (open to all Australians, but candidates must demonstrate cultural competency)
  • Affirmitive measures – Indigenous (positions open to Aboriginal and/or Torres Strait Islander people).
  • Affirmative Measures – Disability (positions open to people with disability)

Identified roles

Identified roles are open to all Australian citizens but they require people to have:

  • an understanding of the issues affecting Aboriginal and Torres Strait Islander peoples
  • an ability to communicate sensitively and effectively with Aboriginal and/or Torres Strait Islander people.

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.

Affirmative measures

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. It is a targeted strategy to ensure that the diversity of the APS workforce reflects the diversity of the Australian population.

The Australian Public Service (APS) advertises some jobs as Affirmative Measures:  

  • Affirmitive measures – Indigenous- If a position has been advertised as an Affirmative Measure Indigenous role, it will be clearly identified this way. It allows for targeted recruitment of Indigenous Australians into our Agency. It doesn't have to involve working on matters associated with Indigenous affairs. You will need to provide evidence of your Aboriginal and/or Torres Strait Islander heritage in the application form.
  • Affirmative Measures – Disability  - Any job can be restricted to people with disability only, and it doesn't 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. It allows for targeted recruitment of candidates with disability into our Agency. You will need to indicate your disability status on our application form. You will also need to provide confirmation from a certified medical practitioner.

How do I apply?

Available roles are advertised on our website and APSJobs (at minimum). 

You must submit your application online via our Current Opportunities portal by the listed closing date.  We do not accept emailed responses. 

Generally, we request a one-page pitch and your resume in either a Microsoft Word or PDF format as part of your application.

Create a new account

Create a new account if this is the first time you have applied for a job with NIAA since December 2022. 

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

You will have an account if you have applied for a job since December 2022. You can log into your account and select the vacancy you want to apply for. If you have forgotten your password or username, select the ‘Forgotten your Password’ link. A 'reset password' link will be sent to your email address.

If you applied for a job before December 2022, you will need to create a new account. This is because we changed recruitment platforms in December 2022.

Problems with accessing the online system

If you can't submit your application in the online recruitment system, please contact the Recruitment Team on (02) 6215 1000 (option 2) or email

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
  • how your skills, knowledge, experience and qualifications are applicable to the role. 

Try not to duplicate information that can already be found in your resume. Highlight any specific examples or achievements that will demonstrate your ability to perform the role. Include your cultural capability in relation to Aboriginal and Torres Strait Islander people.

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. 

The selection process depends on the requirements of the role. It generally includes:

  • 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 to test your ability to perform the role
  • 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?

We will tell you the outcome at the end of the selection process. The advice includes the details of a contact who can 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.

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. It means that you may be considered for similar roles in the Agency as they become available over the next 18 months from the date of advertisement.

Starting your new job at the NIAA

Your new work area in NIAA will organise your start with us. This is called onboarding. It includes deciding on a proposed start date. 

You will need to have a pre-employment screening (security and background checks) before we can send a formal offer of employment. The security requirements of the role affect how quickly you can start in your new role. 



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