Where to Advertise Aboriginal and Indigenous Jobs in Australia: Beyond SEEK
If your organisation is looking to advertise Aboriginal jobs, post Indigenous jobs or attract more Aboriginal and Torres Strait Islander candidates, where should you advertise?
For many Australian employers, the first answer is automatically SEEK.
And there is nothing wrong with that.
SEEK is one of Australia's major mainstream employment platforms and carries thousands of vacancies that appear in searches for Aboriginal, Indigenous and First Nations employment. SEEK Australia
But if your organisation genuinely wants to reach Aboriginal and Torres Strait Islander candidates, relying only on a mainstream job board may not be the complete attraction strategy.
That is where a dedicated Indigenous job board can play a different role.
Indigenous Job Match is an Indigenous-owned and led employment platform created specifically to connect organisations with Aboriginal and Torres Strait Islander job seekers across Australia.
So the question is not necessarily:
SEEK or Indigenous Job Match?
A better question is:
Where are Aboriginal and Torres Strait Islander candidates most likely to see, trust and engage with our opportunity?
Where Can Organisations Advertise Aboriginal Jobs in Australia?
Employers have several options when advertising vacancies to Aboriginal and Torres Strait Islander candidates.
These can include:
- Mainstream job boards such as SEEK
- Specialist Indigenous job boards
- Aboriginal and Torres Strait Islander community networks
- Social media
- Community-controlled organisations
- Professional networks
- Indigenous media
- Universities and training organisations
- Employee referral networks
- Government employment programs
- Community grapevines
There does not have to be only one advertising channel.
In fact, Queensland Government guidance recommends that employers consider First Nations-focused platforms in addition to their usual attraction strategies when trying to reach Aboriginal and Torres Strait Islander candidates. Business Queensland
That distinction is important.
You can advertise broadly while also advertising intentionally.
Can I Advertise an Aboriginal Job on SEEK?
Yes.
Many employers advertise roles on mainstream platforms such as SEEK while encouraging Aboriginal and Torres Strait Islander candidates to apply.
Depending on the role and the applicable legal framework, employers may advertise:
- General vacancies
- Aboriginal and Torres Strait Islander identified roles
- Affirmative measure positions
- Indigenous traineeships
- Apprenticeships
- Graduate programs
- First Nations talent programs
- Community engagement positions
- Aboriginal health positions
- Indigenous leadership opportunities
SEEK currently displays large numbers of vacancies within searches for terms including Aboriginal jobs, Indigenous jobs and First Nations jobs. SEEK Australia
But posting a vacancy on a large mainstream platform and deliberately reaching Aboriginal and Torres Strait Islander communities are not necessarily the same thing.
Why Use an Indigenous Job Board as Well as SEEK?
A mainstream job board is designed for the broad employment market.
A specialist Aboriginal and Indigenous job board is designed for a specific audience.
That difference can matter.
An employer may be trying to reach Aboriginal and Torres Strait Islander candidates for an identified position, increase First Nations representation, support a Reconciliation Action Plan commitment or simply make sure Aboriginal and Torres Strait Islander people know that an opportunity exists.
A specialist platform can help place that opportunity directly into a First Nations employment environment.
For employers, that means your job is not simply another vacancy amongst thousands of unrelated advertisements.
For candidates, it means they can intentionally search somewhere created around Aboriginal and Torres Strait Islander employment.
What Is Indigenous Job Match?
Indigenous Job Match is a dedicated Australian Indigenous employment platform connecting Aboriginal and Torres Strait Islander job seekers with organisations across Australia.
We support employers advertising both:
Identified Aboriginal and Torres Strait Islander positions
and
General employment opportunities where employers genuinely want to reach First Nations candidates.
Our platform is an initiative of Cultural Nexus Indigenous Corporation, a 100% Indigenous-owned and led organisation.
Our purpose is straightforward:
to create stronger connections between Aboriginal and Torres Strait Islander people and employers who want to create meaningful employment opportunities.
Advertise Aboriginal Jobs Through Indigenous Job Match
Organisations can use Indigenous Job Match to advertise opportunities directly to Aboriginal and Torres Strait Islander job seekers.
Employers can advertise opportunities including:
- Aboriginal identified jobs
- Torres Strait Islander identified roles
- First Nations identified positions
- Health jobs
- Government jobs
- Community services positions
- Professional roles
- Corporate positions
- Traineeships
- Apprenticeships
- Graduate opportunities
- Entry-level roles
- Management positions
- Executive opportunities
- General vacancies welcoming First Nations applicants
You do not need to have an identified position to advertise with Indigenous Job Match.
That is important.
Aboriginal and Torres Strait Islander people work across every profession, industry and level of the Australian workforce.
What If the Job Is Not an Identified Position?
You can still advertise it.
One of the barriers to Aboriginal and Torres Strait Islander employment is the idea that organisations should only advertise to First Nations candidates when they have an explicitly identified role.
We disagree.
If you are recruiting an accountant, driver, administrator, engineer, nurse, HR professional, project manager, lawyer, mechanic, communications specialist, executive or any other position, Aboriginal and Torres Strait Islander candidates may be part of your talent market.
Your vacancy does not necessarily need the word Indigenous in the job title.
It needs to be an opportunity where the employer genuinely welcomes Aboriginal and Torres Strait Islander applicants.
SEEK Aboriginal Jobs Versus Specialist Indigenous Job Advertising
Employers sometimes search Google for phrases such as:
SEEK Aboriginal jobs
SEEK Indigenous jobs
SEEK First Nations jobs
Indigenous SEEK jobs
or:
where to advertise Aboriginal jobs
These searches actually represent two different recruitment strategies.
Mainstream reach
Large job boards can give employers access to a broad Australian candidate market.
That is useful.
Targeted First Nations reach
A specialist Indigenous employment platform gives employers an additional channel specifically focused on Aboriginal and Torres Strait Islander candidates.
That is also useful.
For many organisations, the strongest approach is not necessarily choosing one and abandoning the other.
It is understanding what each channel is designed to achieve.
If your organisation has an Aboriginal and Torres Strait Islander employment strategy, RAP commitment or First Nations workforce target, a dedicated Indigenous attraction channel should be considered as part of the recruitment strategy.
Is Indigenous Job Match an Alternative to SEEK?
It can be.
But Indigenous Job Match can also be used alongside SEEK.
That distinction matters.
An organisation might advertise a vacancy through its normal recruitment channels while also using Indigenous Job Match to strengthen Aboriginal and Torres Strait Islander candidate reach.
The goal is not simply to put the same advertisement on another website.
The goal is to consider whether your attraction strategy is actually reaching the people you say you want to reach.
For some vacancies, Indigenous Job Match may be the primary advertising channel.
For others, it may form part of a broader multi-channel recruitment campaign.
Indigenous Job Match is independent of and is not affiliated with SEEK.
How Do I Advertise an Indigenous Job?
Start with the vacancy itself.
Before advertising, make sure candidates can understand:
- What the position does
- Where it is located
- Whether remote or hybrid working is available
- Employment type
- Salary or salary range
- Essential requirements
- Qualifications
- Working hours
- Application process
- Closing date
- Who candidates can contact
- Whether the role is identified
- Why any particular eligibility requirement applies
Then think about what an Aboriginal or Torres Strait Islander applicant may reasonably want to know about your workplace.
For example:
- Do you provide cultural leave?
- How do you support Sorry Business?
- Do you have Aboriginal and Torres Strait Islander employees?
- Is there an employee network?
- Is cultural supervision available?
- Do you have a RAP?
- Are there First Nations leaders within the organisation?
- What cultural capability development is provided?
- How does your organisation engage with community?
- What happens after someone joins?
Queensland Government employer guidance similarly recommends including practical information such as cultural leave, flexible working arrangements and relevant First Nations strategies when developing job advertisements. Business Queensland
These details can tell candidates much more than adding:
"Aboriginal and Torres Strait Islander people are encouraged to apply."
How Do You Write an Aboriginal and Torres Strait Islander Job Advertisement?
Start by writing for a human being rather than an applicant tracking system.
Be clear.
Be specific.
Avoid corporate language that says very little.
Instead of:
"The successful incumbent will leverage stakeholder-centric methodologies to facilitate strategic deliverables."
say what the person will actually do.
Explain:
Who will I work with?
What will I be responsible for?
What skills genuinely matter?
What is essential and what can be learned?
How much does the job pay?
Where will I work?
Why should I consider this organisation?
Business Queensland recommends emphasising the actual responsibilities and skills required rather than unnecessarily relying on qualifications, as well as using plain, inclusive language. Business Queensland
Don't Just Add an Acknowledgement of Country
An acknowledgement is not an Aboriginal recruitment strategy.
Neither is adding Indigenous artwork to the bottom of an advertisement.
If you are asking Aboriginal and Torres Strait Islander people to consider joining your organisation, give them meaningful information.
If you have:
- A Reconciliation Action Plan
- Cultural leave
- First Nations employee networks
- Aboriginal and Torres Strait Islander leadership
- Indigenous mentoring
- Cultural supervision
- Community partnerships
- Procurement commitments
- Career pathways
- First Nations graduate programs
talk about them.
But only talk about what genuinely exists.
Candidates can tell the difference between substantive commitments and marketing language.
Your RAP Should Connect With Recruitment
Many Australian organisations have a Reconciliation Action Plan.
Employment is often an important part of that commitment.
If your organisation has committed to increasing Aboriginal and Torres Strait Islander employment, recruitment channels matter.
Ask:
Where are we advertising our vacancies?
Who is seeing them?
Are we relying entirely on mainstream recruitment channels?
Are Aboriginal and Torres Strait Islander candidates engaging with us?
If not, why not?
A RAP employment commitment should eventually translate into recruitment behaviour.
If an organisation wants more Aboriginal and Torres Strait Islander candidates but continues advertising in exactly the same places, using exactly the same language and following exactly the same attraction process, it should not be surprising if candidate diversity does not change.
Indigenous Recruitment Is More Than Advertising
Advertising is only the beginning.
Your organisation also needs to consider what happens after someone applies.
Look at:
- Application requirements
- Screening
- Candidate communication
- Interview structure
- Interview panels
- Cultural safety
- Reference checking
- Onboarding
- Manager capability
- Retention
- Career development
Business Queensland recommends considering cultural inclusivity throughout recruitment, including assessment, advertising, communication and candidate care. Business Queensland
A brilliant advertisement cannot compensate for an unsafe recruitment experience.
Do Aboriginal and Torres Strait Islander Candidates Need a Different Recruitment Process?
Not necessarily.
Do not assume every Aboriginal or Torres Strait Islander candidate needs to be treated in exactly the same way because they are Indigenous.
People are individuals.
The objective should be to remove unnecessary barriers and create a recruitment process in which candidates can demonstrate their capabilities.
That can include:
- Clear communication
- Transparent timelines
- Accessible applications
- Appropriate interview questions
- Diverse interview panels where relevant
- Cultural awareness
- Flexibility where reasonable
- Respectful candidate care
The focus should remain on finding the right person while creating an equitable opportunity to participate.
Should Organisations Advertise Identified Roles Differently?
Yes.
If a role has specific eligibility requirements, explain them clearly.
Do not simply place "Aboriginal Identified" in the title and assume applicants understand what that means.
Tell candidates:
- Who is eligible
- Why the requirement applies
- Whether evidence will be required
- What evidence is accepted
- When it will be requested
- Who candidates can contact with questions
Requirements can differ between jurisdictions, employers and employment frameworks.
If your organisation is creating or advertising an identified role, obtain appropriate HR or legal advice regarding the basis for restricting eligibility.
Where Should I Post an Aboriginal Identified Job?
A targeted attraction strategy might include:
- Indigenous Job Match
- Your organisation's careers page
- Mainstream employment platforms
- Aboriginal and Torres Strait Islander professional networks
- Community organisations
- Social media
- Community-controlled organisations
- Employee networks
- Local community contacts
- Universities or RTOs where relevant
- Word-of-mouth networks
The objective is not maximum impressions.
It is relevant reach.
Ten thousand people seeing a vacancy means very little if none of the people you are trying to reach engage with it.
Why Community Networks Still Matter
Recruitment technology is useful.
But Aboriginal and Torres Strait Islander communities have always shared opportunities through relationships and networks.
A job may travel through:
- Facebook groups
- Professional networks
- Community organisations
- Friends
- Family
- Colleagues
- Elders
- Community leaders
- Indigenous employee networks
Word-of-mouth remains significant enough that Queensland Government guidance specifically encourages employers to consider it when advertising to First Nations candidates. Business Queensland
That is why Indigenous recruitment cannot always be measured only by how many people clicked a job-board advertisement.
What Should Employers Look for in an Indigenous Job Board?
Before choosing where to advertise Indigenous jobs, ask:
Is the platform actually focused on Aboriginal and Torres Strait Islander employment?
Look beyond the name.
Who owns and leads it?
Understand who is behind the platform and its relationship with community.
Can it advertise non-identified opportunities?
A useful First Nations employment platform should recognise that Aboriginal and Torres Strait Islander careers extend far beyond identified positions.
Does it support candidate reach beyond simply publishing the advertisement?
Think about community networks, candidate communications and other attraction channels.
Does it understand recruitment?
Getting attention is one thing.
Turning attention into suitable applications is another.
Can it support the organisation beyond a single advertisement?
Sometimes you need assistance with recruitment, culturally appropriate advertising, candidate engagement or broader workforce strategy.
Why Advertise With Indigenous Job Match?
Indigenous Job Match exists specifically to bring Aboriginal and Torres Strait Islander job seekers and employers together.
Our approach combines employment advertising with an understanding of:
- Recruitment
- First Nations employment
- Community
- Candidate experience
- Cultural safety
- Workforce inclusion
- Employer capability
We are not trying to replace every recruitment platform an employer uses.
We are creating a dedicated place where Aboriginal and Torres Strait Islander employment is the focus rather than a search filter.
Aboriginal and Torres Strait Islander Recruitment Support
Some employers need more than a job advertisement.
Indigenous Job Match can also support organisations requiring broader recruitment assistance.
Depending on the engagement, this can include support with:
- Role preparation
- Job advertising
- Candidate attraction
- Aboriginal and Torres Strait Islander candidate sourcing
- Screening
- Shortlisting
- Interviews
- Reference checking
- Candidate support
- Post-placement support
The purpose is to help employers build recruitment processes that reach candidates effectively while maintaining professional recruitment standards.
Looking for an Alternative to SEEK for Indigenous Recruitment?
If you searched:
alternative to SEEK for Aboriginal jobs
alternative to SEEK for Indigenous jobs
Indigenous job board Australia
Aboriginal job advertising Australia
post Aboriginal jobs
post Indigenous jobs
or
First Nations recruitment Australia
you have found what Indigenous Job Match was built to do.
You do not necessarily have to stop using mainstream recruitment platforms.
You can add a dedicated First Nations employment channel to your attraction strategy.
Advertise Aboriginal and Indigenous Jobs Today
Your next great candidate may not be searching in exactly the same places as everyone else.
If your organisation wants to reach Aboriginal and Torres Strait Islander candidates, give your vacancy the opportunity to be seen in a space built specifically around First Nations employment.
Advertise:
Aboriginal jobs
Indigenous jobs
First Nations jobs
Aboriginal identified roles
Torres Strait Islander positions
Traineeships
Apprenticeships
Graduate opportunities
and general vacancies welcoming Aboriginal and Torres Strait Islander applicants through Indigenous Job Match.
Advertise your job with Indigenous Job Match today.
Reach mob.
Build stronger candidate pipelines.
Create opportunities that lead somewhere.
Indigenous Job Match — built by mob, for mob.