Your RAP Should Show Up in Every Vacancy not Just Identified Roles
Let’s be honest.
If your organisation says it wants to employ more Aboriginal and Torres Strait Islander people, but only advertises when it has an “identified” position, you are limiting your reach before recruitment has even started.
Identified roles are important. They create targeted opportunities and can help address disadvantage and under representation.
But they are not the only roles our people are qualified for.
Aboriginal and Torres Strait Islander candidates work across every industry and at every level from administration, customer service, health, education and trades through to technology, finance, project management, governance and executive leadership.
That is why organisations should advertise all suitable vacancies with Indigenous Job Match not only roles labelled “Indigenous”.
You Are Not Changing the Role. You Are Widening the Door.
Advertising a general vacancy with Indigenous Job Match does not automatically turn it into an identified position.
The role can remain open to every suitably qualified applicant. You are simply adding a culturally grounded recruitment channel so more Aboriginal and Torres Strait Islander candidates can see the opportunity and consider your organisation.
You are not lowering the standard.
You are widening the door.
Many organisations continue to rely almost entirely on mainstream platforms. Those platforms have their place, but posting an advertisement and hoping Aboriginal and Torres Strait Islander candidates find it is not an Indigenous recruitment strategy.
If you genuinely want to attract First Nations candidates, your opportunities need to appear in places that are connected to community and built with cultural understanding.
Indigenous Job Match was created by Mob, for Mob. We connect employers with Aboriginal and Torres Strait Islander candidates through our job board, digital platforms, community relationships and trusted networks.
Our people are not hard to reach.
Employers simply need to make the effort to reach us in the right places.
IJM Job Advertising Options
Indigenous Job Match offers two straightforward 30-day advertising options.
Standard 30-Day Job Listing — $249
The Standard Listing gives your vacancy 30 days of visibility to Aboriginal and Torres Strait Islander job seekers across Australia.
It includes:
A 30-day listing on the job board
Promotion within relevant job categories
Access to a growing national audience of Indigenous professionals
This option is ideal for individual vacancies and organisations beginning to make IJM part of their regular recruitment process.
Featured 30-Day Job Listing — $449
The Featured Listing gives your vacancy greater visibility across the Indigenous Job Match and Cultural Nexus network.
It includes:
Prominent placement on the homepage and job board
Inclusion in the national employer newsletter
Promotion through LinkedIn, Facebook and partner pages
Activation of Indigenous community networks and the community grapevine
Greater visibility for your organisation’s commitment to Indigenous employment
This option is particularly valuable for hard-to-fill vacancies, regional opportunities, leadership roles, graduate programs and larger recruitment campaigns.
One Decision Can Support Two RAP Priorities
Advertising with IJM creates a valuable dual outcome.
First, you are taking practical steps to increase the visibility of your vacancies among Aboriginal and Torres Strait Islander candidates.
Second, your organisation is procuring a service from an Indigenous-owned business.
Indigenous Job Match operates under Cultural Nexus Indigenous Corporation, a Supply Nation Certified Indigenous business. Supply Nation defines Certified Suppliers as businesses that are at least 51% Aboriginal and/or Torres Strait Islander owned, managed and controlled. Supply Nation’s certification process gives procurement teams confidence that they are purchasing from a verified Indigenous supplier.
Subject to your organisation’s own procurement and reporting requirements, expenditure with IJM can help you progress towards:
RAP Indigenous procurement targets
Indigenous employment commitments
Supplier diversity objectives
Social procurement targets
Aboriginal and Torres Strait Islander workforce participation goals
ESG and social-impact measures
This is what joined-up reconciliation looks like.
Your recruitment team gains access to a targeted employment platform. Your procurement team records expenditure with an Indigenous supplier. Your RAP team receives evidence of practical action.
One purchasing decision can support employment, procurement and community economic participation at the same time.
Moving Your RAP from Words to Action
A RAP should not sit on a website and come out during National Reconciliation Week or NAIDOC Week.
It should influence everyday business decisions—including where you advertise, who you purchase from and how you measure outcomes.
Reconciliation Australia describes RAPs as a framework for turning good intentions into action through relationships, respect and opportunities. Its 2025 RAP Impact results reported that RAP organisations employed 62,197 Aboriginal and Torres Strait Islander people and procured $5.6 billion in goods and services from First Nations-owned businesses.
Employment and procurement are not side issues.
They are two of the most practical ways an organisation can contribute to economic equity and self-determination.
When you advertise with IJM, you are creating another pathway for our people to access employment while directing procurement spend into an Indigenous-owned organisation.
That is reconciliation in action.
The ESG Rationale
For ESG reporting, it is important to be specific. Advertising with IJM primarily supports the Social and Governance dimensions of ESG.
Social impact
Regularly advertising vacancies through IJM can support:
More equitable access to employment opportunities
Greater Aboriginal and Torres Strait Islander representation
Economic participation and financial independence
More inclusive recruitment practices
Stronger employment pathways across different industries and seniority levels
Greater visibility of culturally safe and respectful employers
Investment in the Indigenous business sector
Supply Nation reports that, across the sector, every $1 of revenue received by Certified Suppliers generates $4.41 in social return. Indigenous businesses are also more likely to employ Aboriginal and Torres Strait Islander people, meaning Indigenous procurement can create benefits beyond the initial transaction.
Governance impact
IJM can also strengthen governance by giving organisations a clear and measurable way to demonstrate that their commitments are being implemented.
Useful measures can include:
The number and percentage of external vacancies advertised through IJM
Annual expenditure with Supply Nation Certified suppliers
Aboriginal and Torres Strait Islander applications, where information is voluntarily and lawfully collected
Interviews, appointments, retention and career progression
Candidate feedback about cultural safety
Performance against RAP employment and procurement commitments
The environmental impact is not the primary claim here—and organisations should not try to stretch it into one. IJM is strongest as evidence of genuine social action supported by transparent procurement and recruitment governance.
That honesty is part of good ESG practice too.
Consistency Builds Trust
Posting one identified role once a year does not build a relationship with community.
Consistency does.
When Aboriginal and Torres Strait Islander candidates regularly see your vacancies on Indigenous Job Match, they begin to recognise your organisation as an employer that is genuinely trying to create pathways.
They can see that Indigenous participation is not being confined to one team, one traineeship or one identified position.
They can see opportunities across the whole organisation.
That matters because candidates are not only assessing the salary and position description. They are also asking:
Will I be culturally safe here?
Will my identity be respected?
Are there opportunities to grow?
Does this organisation genuinely want Aboriginal and Torres Strait Islander people in its workforce?
Where and how you advertise helps answer those questions before an application is submitted.
Make IJM Part of Business as Usual
The strongest approach is to include Indigenous Job Match as a standard recruitment channel alongside your existing platforms.
Advertise your administration roles.
Advertise your apprenticeships.
Advertise your professional and technical roles.
Advertise your management and executive positions.
Advertise your general vacancies not only the roles you have labelled Indigenous.
Start with one advertisement if you need to. But the real impact comes when Indigenous visibility becomes part of your normal recruitment and procurement process.
Do more than say Aboriginal and Torres Strait Islander people are encouraged to apply.
Put every genuine opportunity where our people can see it.
Advertise all your roles. Invest in Indigenous business. Measure the outcomes. Bring your RAP and ESG commitments to life.
View Indigenous Job Match advertising options and post your next role or complete the enquiry form below.
