Respectful Indigenous Hiring in Practice

Reach First Nations, Métis and Inuit job seekers with accurate opportunities and a respectful candidate experience. This employer resource centre explains how to write clear advertisements, remove unnecessary barriers and communicate honestly throughout hiring.

AllFirstNationsJobs.ca provides publication and application tools. Employers remain responsible for the accuracy, lawfulness and current status of every advertisement and for deciding which external obligations apply to their own hiring circumstances.

Write an advertisement candidates can evaluate

A useful advertisement lets a candidate understand who is hiring, what work is available, where it takes place, what it pays and how to apply. Clear information also reduces unsuitable applications and repeated questions.

Before publication, confirm that the advertisement includes:

• the employer's genuine operating name and business address
• the public job title and number of available positions
• the actual city or community of work
• the principal duties and level of responsibility
• full-time or part-time status and permanent, temporary or seasonal terms
• the wage or salary range, weekly hours and applicable benefits
• language, education, experience, licence and certification requirements
• a working email address, telephone number or application link
• a realistic closing date and instructions for applying

Use a searchable title and a precise location

Use the title that a qualified person would normally enter into a job search. Administrative Assistant is more useful than Office Superstar, and Carpenter is more useful than Skilled Team Member. An occupational code may be stored as supporting data, but it should not replace the public title.

Enter the work city, province or territory and postal code in the correct fields. If the job covers several locations, explain the normal reporting location and expected travel. Do not use a head-office address as the work location when the employee will work somewhere else.

Use respectful and specific language

Employers may welcome applications from First Nations, Métis and Inuit candidates when that statement is accurate and consistent with the hiring process. Describe the job and workplace practices without stereotypes or assumptions about identity, community, culture, location or personal circumstances.

Avoid language that presents Indigenous applicants as a single group or assumes that every applicant shares the same experiences. Do not describe a workplace as culturally safe, inclusive or community-connected unless the organization can explain the practices supporting that statement.

Explain remote rural rotational and relocation conditions

Candidates need enough information to decide whether the job is realistic. Where relevant, state the rotation, travel expectations, transportation arrangements, housing conditions, internet or telephone requirements, weather exposure and distance from services. Identify any relocation or accommodation support accurately and explain whether conditions apply.

Do not use remote if the position is only temporarily off-site or if the employee must live in a specific province, territory or time zone. Explain the actual arrangement.

Protect voluntary self identification

If the organization invites Indigenous self-identification, explain why the information is requested, whether answering is voluntary, who can access it and how it will be used and protected. Collect only the information the organization genuinely needs.

Do not request status cards, treaty cards, Social Insurance Numbers, banking details or unrelated identity documents during an initial application. If documentation is legitimately required later, use a secure process and explain the reason.

Make the application process accessible

Provide a working application method and explain which documents are required. Use ordinary language, allow reasonable time to apply and avoid unnecessary forms or repeated data entry. Where possible, offer a contact method for applicants who need an accommodation or cannot use the standard online process.

Acknowledge applications when practical, communicate material changes and treat candidates' information as confidential. Do not collect personal information for unrelated marketing or sell applicant information.

Posting through an authorized representative

A recruiter or other representative may post only with the employer's authorization. The advertisement must identify the actual employer and vacancy. The representative must not substitute its own name for the employer, sell a job offer, charge applicants or create the impression that the platform or a government authority endorses the position.

Keep every advertisement current

Review the public advertisement after publication. Correct material errors promptly and close the advertisement when the position is filled, withdrawn or no longer available. A package duration is the maximum publication period, not permission to leave an inactive vacancy online.

When the title, wage, location, duties or other important terms change, update the advertisement clearly. If the change creates a substantially different position, close the old advertisement and publish a new one.

How AllFirstNationsJobs.ca supports employers

• Public job pages that candidates can read before applying
• Search by ordinary job title, keyword and location
• Posting options for different hiring timelines
• Employer account tools for managing current advertisements
• A public standards and applicant-safety process
• Canada-wide visibility through an Indigenous-focused employment platform

Publication does not guarantee applications, interviews, hires or acceptance by an external authority. Results depend on the occupation, location, wage, conditions, candidate interest and the employer's own recruitment process.

Questions from employers