The recruiting process will be more effective if a solid referral network is in place with key stakeholders in the community. Ensure that employment counsellors, ASET holders, Friendship Centres and career influencers in the community fully understand your initiative and the type of individual you are seeking.

Invest time in building the capacity of these members of your “referral network.” Your initiative will be more successful when they are able to pre-screen candidates, support candidates in developing effective resumés and interview skills, and so on.

Refer back to the definition of required skills (Section 4). Clearly describe the opportunity, the nature of the work and the skills required:
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Identify who might be a source of referrals for your program. Collaborate with them to develop and design a workable pre-screening/assessment process for participants. Ensure that the pre-screening takes into account previous work and life experiences – you can often uncover talented workers who might not otherwise be considered for positions of tradesperson.

• Present your skills to the contruction industry - workbook (pdf)

Add an identifier, such as a cover letter, from your referral source so that you are assured of Aboriginal candidates and you know how they were referred to you. GREAT has an excellent model for this process

Clearly describe the referral process for all stakeholders. Put in place a mechanism to provide feedback to your referral partners on the success rate of the individuals referred by them. Work with them to gradually refine and improve their ability to recruit and refer qualified candidates.

Read these tips to help you be successful in establishing a solid referral partnership.

For best practices or to reach out to other industry contacts or Aboriginal agencies, refer to these contact lists.