Recruitment & Talent
Compromise: Every shortlist is diverse and representative
Hires in 4 Weeks: Mobilising large-scale workforces faster than the market
Guaranteed Faster Fills: Cutting vacancy costs and keeping services running
Retention: Candidates stay beyond 12 months, 15% higher than the national average
of Trust: Partner to governments, corporates and community organisations nationwide
Candidate Satisfaction: Candidates tell us they feel supported and informed throughout the process
Candidate Care: Every applicant receives transparent communication and feedback loops
Pathways into secure employment across government, corporates and community organisations
of shortlists include women and gender-diverse talent
of placements are from culturally and linguistically diverse backgrounds
Dedicated pathways for First Nations candidates, neurodivergent talent, people with disability, LGBTQIA+ communities and veterans
Inclusive processes designed to recognise intersectionality and support carers, early career and mature-age workers
Inclusion isn’t a buzzword here... it’s our job description. Every hire is a chance to build teams as diverse (and brilliant) as the world outside the office.
We actively create pathways for:
• Aboriginal and Torres Strait Islander peoples
• Women and gender equity across all levels
• People with disability
• Culturally and linguistically diverse talent
• Neurodivergent candidates
• LGBTQIA+ communities
• Veterans and defence-experienced professionals
• Early career and mature-age workers
• Regional, remote and socio-economically diverse communities
• Carers balancing family and community responsibilities
• Candidates for whom mental health and wellbeing must be supported through psychologically safe processes
• Candidates with multiple lived experiences and intersecting identities
We encourage candidates to pause, reflect and grow during their recruitment journey. Through feedback and guided reflection, candidates can:
When candidates feel heard, seen and supported, organisations thrive. That is why ASPL maps the entire recruitment journey to embed psychological safety, equity and belonging into every stage.
Candidate experience: “From the very first click I could see the process was fair and inclusive. I felt the opportunities were open to me.”
Client benefit: Equity is embedded from the start which broadens and diversifies your talent pool and ensures it reflects the communities you serve.
Candidate experience: “The application felt clear and supportive. I knew what to expect and I felt safe sharing my story.”
Client benefit: Accessible and transparent applications strengthen your employer brand and demonstrate fairness that is visible and measurable.
Candidate experience: “I always knew where I stood. I felt informed, respected and supported at every stage.”
Client benefit: Every interaction reflects on your organisation. Candidates who feel respected, even when not selected, leave as advocates for your brand.
Candidate experience: “The panel felt fair and respectful. I could show my strengths without fear of bias.”
Client benefit: Trauma-informed, bias-aware selection processes deliver better hiring decisions and visible DEI outcomes.
Candidate experience: “When I got the role I felt celebrated. And when I was not selected I still received feedback that helped me grow.”
Client benefit: Successful candidates arrive motivated and engaged while those not placed remain part of your future talent pipeline.
Candidate experience: “The support did not stop on day one. I had mentoring and guidance that made me feel ready to succeed long-term.”
Client benefit: Ongoing support improves retention, strengthens capability and reduces turnover costs.
The most powerful measure of impact comes from the people who experience it. Our candidates and clients share what it feels like to partner with ASPL.
