At Be Recruitment Group, we recognise that working with Aboriginal Community Controlled Organisations (ACCOs) requires more than a traditional recruitment model.
It requires trust, cultural understanding, and a genuine commitment to long-term partnership.
As a specialist recruiter across the community, housing, mental health, and social care sectors, we have had the privilege of supporting a number of identified and culturally specific roles. Through this work, we have developed a deeper understanding of how to engage respectfully with Aboriginal and Torres Strait Islander communities and how to better support both clients and candidates in this space.
Understanding ACCOs and Community Control
Aboriginal Community Controlled Organisations (ACCOs) are governed by Aboriginal and Torres Strait Islander communities, for their communities.
They play a critical role in delivering culturally safe and community-led services across areas such as:
- Child, youth and family services
- Mental health and social and emotional well-being
- Housing and homelessness
- Alcohol and other drug (AOD) services
Working effectively with ACCOs means understanding that recruitment is not just about filling roles — it is about supporting organisations that are deeply connected to community, culture, and outcomes.
Our Approach: Beyond Traditional Recruitment
We take a relationship-led and culturally informed approach to recruitment, recognising that standard processes do not always align with the needs of ACCOs or Aboriginal and Torres Strait Islander candidates.
Our approach includes:
Listening First
We take the time to understand each organisation’s values, community context, and service delivery model before commencing any recruitment activity.
Culturally Informed Recruitment
We adapt our processes to ensure they are respectful, flexible, and inclusive. This may include:
- Supporting alternative pathways to application
- Providing pre-interview guidance and preparation
- Working with clients on culturally appropriate selection processes
Long-Term Partnerships
We aim to build ongoing relationships rather than transactional engagements — supporting workforce planning, retention, and capability over time.
Cultural Safety Comes First
A core part of our approach is ensuring that candidates are placed into environments where they feel culturally safe, respected, and supported.
For Aboriginal and Torres Strait Islander candidates, this means more than just securing a role — it means joining an organisation where culture is understood, valued, and embedded in practice.
We actively assess cultural safety as part of our recruitment process, including:
- Understanding an organisation’s approach to inclusion and cultural capability
- Exploring leadership awareness and commitment to culturally safe practices
- Identifying whether appropriate supports, policies, and workplace behaviours are in place
This is equally important when working with non-Indigenous organisations seeking to recruit Aboriginal and Torres Strait Islander staff.
In these cases, we partner with organisations to ensure they are set up for success by:
- Supporting the development of culturally appropriate job descriptions
- Encouraging inclusive and respectful recruitment practices
- Advising on workplace policies, including access to cultural leave
- Providing guidance on how to create a culturally safe and welcoming environment
Our role is not only to place candidates, but to support organisations to create workplaces where people can thrive.
Supporting Identified and Targeted Roles
Be Recruitment has experience supporting recruitment for identified and targeted roles, where cultural knowledge, lived experience, and community connection are essential.
We understand the importance of:
- Respecting the intent and integrity of identified positions
- Ensuring appropriate and sensitive candidate engagement
- Working collaboratively with organisations to uphold cultural and community expectations
Our team approaches these roles with care, discretion, and respect for the communities they serve.
Attracting and Supporting Aboriginal and Torres Strait Islander Candidates
We recognise that attracting Aboriginal and Torres Strait Islander candidates requires more than advertising a role.
Our approach focuses on:
- Building genuine relationships with candidates over time
- Creating a culturally safe and respectful recruitment experience
- Supporting candidates through every stage of the process
- Maintaining ongoing engagement beyond placement
We are committed to reducing barriers to employment and supporting meaningful, long-term career pathways.
Our Commitment to Reconciliation
Our Reflect Reconciliation Action Plan (RAP), developed in line with Reconciliation Australia, represents the beginning of our formal commitment to reconciliation.
Through our RAP, we are focused on:
- Building relationships with Aboriginal and Torres Strait Islander communities
- Increasing cultural capability across our team
- Identifying and removing barriers within our recruitment processes
- Supporting employment and supplier diversity opportunities
We recognise that this is an ongoing journey, and we are committed to listening, learning, and evolving our approach over time.
Working Together
We welcome the opportunity to partner with Aboriginal Community Controlled Organisations (ACCOs), community-led services, and First Nations candidates.
Whether you are looking to build your team, strengthen your workforce approach, or explore opportunities, we are here to support you with a respectful, informed, and relationship-led approach.
