The steps
- Write job ads that focus on participant impact not just hours/pay
- Post on Seek and Indeed for active job seekers
- Run Facebook Group recruitment in NDIS worker groups
- Screen for personality match to participants not just clinical skill
- Conduct two interviews — one HR, one with the team
- Verify NDIS Worker Screening, WWCC and qualifications before hire
- Pay above SCHADS minimum to attract retention
Common mistakes to avoid
- Hiring on availability alone (skills and personality matter more)
- Skipping the worker-screening verification
- Underpaying then losing workers in 90 days