Questions to Ask Any Recruiter
Not all recruiters are created equal. When it comes to Indigenous talent acquisition, the stakes are high and the pool is limited. Shine People Solutions shares the critical questions you should ask, and how we answer them.
Why This Matters
Indigenous Australians represent only 3-4% of the population, with approximately 100,000 working in white-collar roles nationwide. Generic recruitment strategies simply don't work. You need a partner with proven expertise, authentic relationships, and cultural competency.
Essential Questions
These questions will help you identify recruiters who can truly deliver results for Indigenous talent acquisition.
How Large is Your Network? Ask for Numbers.
20,000+ Professionals
Don't accept vague claims about 'extensive networks'. Ask for the actual number of Indigenous professionals in their database. Our answer: the Talent Map contains 20,000+ Indigenous professional profiles mapped by industry, qualification, location, and career level — cross-referenced with Australian Census data. That's not a contact list — it's a comprehensive map of the professional Indigenous workforce.
How Often Do You Suggest Non-Indigenous Candidates?
We Rarely Need To
This is the question that reveals everything. If a recruiter regularly can't find suitable Indigenous candidates, their network isn't wide enough. Because our Talent Map covers the entire professional Indigenous talent pool — not just active job seekers — we can almost always identify qualified Indigenous candidates. We can show you exactly how many exist for your role before we start.
Do You Access Passive Talent, or Only Active Job Seekers?
85% Are Passive
At any given time, approximately 85% of Indigenous professionals are not actively looking for a new role. Recruiters who rely on job boards and active candidate databases miss the vast majority of available talent. Our Talent Map identifies both active and passive Indigenous professionals, giving you access to talent that competitors simply cannot reach.
What is Your Cultural Competency?
Cultural Safety
Our team includes Indigenous professionals and cultural advisors. We understand the importance of culturally safe recruitment processes, authentic engagement, and long-term relationship building. We respect Indigenous protocols, values, and communication preferences throughout the entire recruitment journey.
Detailed Questions
Many of the best Indigenous candidates aren't actively looking for new opportunities. We proactively approach qualified professionals through our network, presenting opportunities that align with their career goals and values.
Our Approach:
- Direct, personalized outreach based on genuine opportunities
- Respectful engagement that honours candidates' current commitments
- Long-term relationship building, not transactional interactions
We maintain detailed records of our placements and can provide specific metrics relevant to your industry, role level, and location. Our success is built on quality over quantity. We focus on the right fit, not just filling positions.
What to Look For:
- • Specific placement numbers, not vague claims
- • Retention rates (do candidates stay long-term?)
- • Industry-specific examples
- • Client testimonials and case studies
Cultural safety is fundamental to our approach. We understand that recruitment processes can be intimidating or culturally inappropriate if not handled with care and respect.
Our Practices:
- • Indigenous team members and advisors
- • Culturally appropriate communication
- • Respect for protocols and values
- • Ongoing candidate support
Red Flags to Watch For:
- • No Indigenous team members
- • Generic, one-size-fits-all approach
- • No mention of cultural safety
- • Focus only on numbers, not relationships
We stand behind our placements with a comprehensive guarantee period. If a placement doesn't work out within the guarantee period, we work to find a replacement at no additional cost.
Our Guarantee:
- 90-day guarantee for professional roles
- Extended guarantee for executive placements
- Replacement search at no additional cost
For executive and board-level searches, confidentiality is paramount. We have strict protocols to protect both client and candidate information throughout the process.
Our Confidentiality Measures:
- • Non-disclosure agreements with all parties
- • Controlled information sharing
- • Discreet candidate approaches
- • Secure data handling
Our relationship doesn't end at placement. We provide ongoing support to ensure both candidate and employer success, which is especially important for Indigenous professionals entering new environments.
For Candidates:
- • Check-in calls and support
- • Career development guidance
- • Networking opportunities
For Employers:
- • Regular check-ins
- • Retention support
- • Feedback and improvement
What Makes Us Different
Data-Driven Specialist
- 20,000+ Indigenous professionals mapped by role, industry & location
- Access to passive and active talent — not just job board applicants
- Can tell you exact talent pool size before the search begins
- Rarely needs to suggest non-Indigenous candidates for Indigenous roles
- Cultural competency built into every step
Without Data
- ✗Can't quantify their Indigenous network — "we have connections" isn't a number
- ✗Only accesses active job seekers (misses 85% of the talent pool)
- ✗Can't tell you how many candidates exist before you pay to search
- ✗Frequently suggests non-Indigenous candidates due to limited reach
- ✗Sets targets based on guesswork, not workforce data
The Bottom Line
“Aboriginal and Torres Strait Islander people make up just 3-4% of the population. According to the ABS data, only 1 in 6 of us go into white-collar work, which means there's only about 100,000 of us nationwide. This extremely small talent pool needs a partner who can quantify their reach, connect culturally with this talent, and prove to clients with data, not promises, that we can find the candidates they're looking for.”
Ready to Ask Us These Questions?
We're transparent about our approach, our network, and our results. Let's have an honest conversation about how we can help you find exceptional Indigenous talent.