12.1: Indigenous Hiring and Recruitment
Read time:
2 min
Indigenous peoples encounter systemic barriers that hinder their ability to secure full-time employment. To overcome these obstacles, it is crucial that inclusivity be fully integrated into the hiring and recruitment processes. Hiring Indigenous individuals can bring numerous benefits to the workforce such as:
- Fostering a diverse and inclusive workplace.
- Strengthening relationships with local Indigenous Nations.
- Increasing prosperity in the community.
- Enhancing an organization’s Corporate Social Responsibility (CSR) profile.
This tool outlines inclusive hiring and is divided into three sections: job postings, the interview process and selection practices. Each section is designed to help employers and HR teams implement strategies that accommodate applicant pool diversity, with a particular focus on Indigenous candidates.
How to Attract an Indigenous WorkforceTo attract an Indigenous workforce, it is essential for the hiring team to engage in cultural training. This will give them a clearer understanding of Indigenous cultures and the challenges faced by these communities, resulting in a more respectful and informed recruitment process.
Job postings should clearly reflect the organization's commitment to diversity and inclusion, explicitly welcoming Indigenous applicants and outlining supportive measures and policies such as flexible working arrangements and community engagement opportunities. To ensure they reach a broad audience, jobs should be strategically posted in Indigenous networks, band offices and community centres.
Interview Process

Hiring committees should ask non-invasive questions and provide a comprehensive overview of the business’s operations. This includes sharing the organization’s vision, what it offers to customers and employees, dress code and punctuality expectations, vacation policies and benefits. Additionally, the committee should explain the benefits when employees meet or exceed expectations, as well as the consequences of not meeting them. Leveraging established relationships with Indigenous communities can provide insight into core values in the areas of interpersonal relations and community dynamics.
Selection PracticesDevelop selection criteria that acknowledge diverse experiences and backgrounds, including non-traditional forms of education and career paths such as community leadership or traditional knowledge. To minimize unconscious bias, employ strategies such as structured interviews and diverse selection panels.
Consider blind recruitment practices that emphasize skills and qualifications over personal details.

Disclaimer:
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
Hire for Talent has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individual.
This tool was developed in collaboration with
