Finding, holding a job ‘almost impossible’ for groups of disadvantaged Australians

Many job seekers are struggling to find employment – even in areas experiencing worker shortages. See expert advice on the sorts of jobs to target, and the support services available.

Australia’s most disadvantaged job seekers are being offered affordable rental properties and the opportunity to undertake “blind interviews” in bids to remove barriers to finding work.

In blind interviews, candidates are interviewed for roles without submitting a resume to prevent employer bias caused by skills and employment gaps.

It comes as groups like the homeless, the young and older unemployed, First Nations Australians, migrants, refugees, those with a disability or mental health condition and ex-criminal offenders struggle to find employment – even in areas experiencing worker shortages.

Help for the homeless

A third of registered job seekers facing homelessness are First Nations people, new research from non-profit employment services provider Workskil Australia reveals in the wake of Close the Gap Day. And one in five are aged 25 years or younger.

In a bid to provide secure housing, Workskil has purchased several one and two-bedroom homes in Adelaide and Perth to offer to eligible job seekers at below-market rents, as part of a two-year trial.

Workskil chief executive Nicole Dwyer says the housing provides security for vulnerable job seekers, a contact address to include on job applications and somewhere to shower, launder clothes and better present themselves for interviews.

“Homelessness and unemployment can create a vicious circle that’s hard to escape without targeted support,” she says.

“Landing and holding down a job is almost impossible if you don’t have a safe and secure home.”

Blind interviews and access to affordable housing are helping disadvantaged job seekers, says Workskil Australia chief executive Nicole Dwyer.

Removing bias

Blind interviews are also helping the long-term unemployed, Dwyer says, with recruiters assessing candidates based on factors such as their enthusiasm and willingness to learn. These are negotiated by job providers with their partner employers, particularly for lower-entry roles.

“We have employers say to us, ‘If I had seen (a candidate’s) CV (before the interview), I wouldn’t have given that person a go’,” she says.

“It could be how they’ve presented their resume or they might have gaps (in their employment history) which employers see as a red flag.

“They may be a really good fit for the role but there’s a perception (based on their CV) that they’re not going to be a good employee.”

Dwyer says employment services providers can further support job seekers by gaining permission to sit in at interviews.

She says this is particularly beneficial for those uncomfortable talking about their strengths and achievements. This was often the case with First Nations people as, “culturally, it’s not good to boast about yourself”.

“But we can say (at the interview), ‘Hey, do you remember you did this?’ and bring (their strengths) to (the recruiter’s) attention,” Dwyer says.

Harness the hidden jobs market

Disadvantaged job seekers should target companies that identify as equal opportunity recruiters, WISE Employment NSW state manager Jessie Martins says. This is often stated within the job listing or on an organisation’s website.

She also recommends using personal contacts and employment services providers to tap into the hidden jobs market, which can lead to greater success due to less competition.

“There’s also less pressure on the employer (recruiting for non-advertised roles),” she says. “When the (job seeker) approaches them … they are not already swamped with 100 applicants that have come through (online jobs platforms like) SEEK, so there’s more attention paid to (each candidate).”

Martins says jobs providers such as WISE Employment offer interview training, including how to answer questions about gaps in skills and employment history.

She says support continues to be provided to disadvantaged job seekers after they have been placed in roles, in some instances for years, to ensure their continued success.

‘Stepping stones’

Disadvantaged job seekers should be open to all roles, even those that seem less than ideal, says Randstad equity, diversity and inclusion manager Madeline Hill.

“If you have been unemployed for a long time, you need to be flexible,” she says. “That might mean starting in a part-time job … or something that’s not quite what you were after.

“Everything is a stepping stone to get to where you want to be.

“Getting that six or 12 months of work experience on your CV is only going to help you move to where you want to go (work), versus having nothing for the last six or 12 months on your CV.”

Meeka Hayward says her job prospects changed dramatically after she engaged job services provider Workskil Australia.

‘It’s changed a lot for me’

First Nations young person Meeka Hayward dropped out of school in Year 11 and found herself at high risk of homelessness.

But Hayward says her prospects changed dramatically after she engaged with job services provider Workskil Australia.

The 20-year-old was provided with employment counselling and access to low-cost housing, as well as help with budgeting and other independent living skills.

When a fly-in, fly-out job opportunity emerged with industrial services company Contract Resources, she grabbed it with both hands.

“I would never have been able to consider FIFO before without the housing,” Hayward says.

“It has opened my eyes to a whole new world and new possibilities.”

Hayward has been gaining qualifications to work in confined spaces, at heights and undertake atmosphere testing.

With her training complete, she will start travelling to Karratha, in Western Australia’s Pilbara region, for her FIFO role, where she will work at onshore oil and gas sites as an industrial services worker.

“I have diagnosed ADHD (attention deficit hyperactivity disorder) and I couldn’t imagine sitting at a desk all day,” Hayward says.

“So being able to do something hands-on and outside appealed to me straight away.”

Five tips for disadvantaged job seekers

1. Tap into support services – Connect with free services such as Disability Employment Services (DES), Workforce Australia, NDIS supports and local training organisations, as well as job service providers that can help with job searches, applications and interview preparation.

2. Know your rights around disclosure – Disclosing a disability or disadvantage can be beneficial if the employer has diversity initiatives or adjustments are needed but it’s not mandatory.

3. Highlight transferable skills – Employers value skills like problem solving, communication and teamwork. Even if you don’t have direct experience in a field, highlight other skills that show your ability to succeed.

4. Be proactive – Many jobs are not advertised. Reach out to employers directly or network within your community to uncover hidden opportunities.

5. Prepare for interviews – Practise answering common questions, plan what to wear and ensure you know how to get to the interview location on time.

Source: WISE Employment

Originally published as Finding, holding a job ‘almost impossible’ for groups of disadvantaged Australians