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Employer resources

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We aim to work closely with you and help you hire the right staff. We know that access to the latest employment information can make the job of finding and keeping staff much easier.

Please refer to our Publications page for employer brochures and employer information specific to the jobactive program and the DES (Disability Employment Services) program.

Call WISE Employment on 1800 685 105.

Lodge a job vacancy with WISE. 
All our recruitment services are free to your business.


This page contains links to and information on:

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Fair Work Australia logo

Awards, conditions and wages

For all of the latest information you need about employment awards, conditions and wages, visit the Fairwork Australia website. The tools and applications section allows you to calculate pay rates, leave entitlements and to check awards for your industry.

Visit the Fairwork Australia website

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Wage subsidies and government funding

Wage Subsidy Scheme

Finding and training a new employee requires substantial commitment of time and resources. The Wage Subsidy Scheme recognises this by providing government-funded incentives and assistance to employers. We can help you access funds under the Australian Government’s Wage Subsidy Scheme that encourages employers to provide sustainable employment to workers with different needs. We can access funds for jobactive jobseekers depending on their circumstances.

For example, we can subsidise the cost of their transport to and from work or pay for tools and equipment they need to do their job. Employers can be paid up to $1500 (excluding GST) as an incentive to employ a Disability Employment Services participant.

Read more about the Wage Subsidy Scheme



Parents Wage Subsidy

From 1 November 2015 there will be wage subsidies for eligible job seekers who are parents or under 30 years of age. 

Read more about the Parents Wage Subsidy



Youth Wage Subsidy

Employrs may be eligible to receive the Youth Wage Subsidy if they employ a job seeker under 30 years of age.

Read more about the Youth Wage Subsidy



Long Term Unemployed and Indigenous Wage Subsidy

Your business may be eligible for the Long Term Unemployed and Indigenous Wage Subsidy when employing a long-term unemployed job seeker who has been out of work for at least 12 months and an Indigenous job seeker who have been unemployed for at least six months.

Read more about the Long Term Unemployed and Indigenous Wage Subsidy



Employment Assistance Fund

The Employment Assistance Fund helps people with disability and their employers by providing financial assistance for work-related equipment, modifications and services. The Fund provides assistance that can improve access to employment, work productivity and independence of people with disability including mental illness.

Financial assistance is available for assistive technology, electronic and communication equipment, specialist support for employees with learning disability or mental illness, Auslan interpreting for job interviews and work-related activities, Deafness awareness training and other disability awareness training.

Read more about the Employment Assistance Fund



Restart program relevant to employing mature-age workers after July 2014

Mature-age workers can bring a wealth of valuable experience to your business. The Department of Employment’s Restart Program can give your business up to $10,000 (GST inc) if you employ and retain a job seeker 50 years of age or over who has been unemployed and on income support for 6 months or more.

Download the Restart employer fact sheet.

Download the Restart job seeker fact sheet.

Read more about the Restart program.



Lodge a job vacancy with WISE. 
All our recruitment services are free to your business.




All our employment services are free to eligible employers - read more.



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Red pencil ticking boxes

Effective hiring

We can help take the stress out of hiring the right staff. If you’d like some assistance we’ll help you identify and attract qualified candidates then pick the most suitable person. But if you’d like to get on with hiring activities yourself, addressing three important aspects of the process can increase your success.

Defining the job

A job description and a job specification helps to define the job. The job description should contain:

  • job title
  • duties and responsibilities
  • relationships
  • working conditions

The job specification should detail the required:

  • qualifications
  • experience
  • skills
  • knowledge
  • abilities

Writing these documents and updating them as jobs change is good practice even for small organisations. Also let applicants know whether the position is permanent, temporary, part-time or casual.

Defining the candidate

A jobseeker might look great on paper with all of the skills and experience you need but how will they fit in with the team and your organisational culture?

Thinking about personal attributes of your new employee is just as important as making sure they have the right skills. For instance, the type of personality you need for a call-centre job could be quite different to what is required for an office job or for cleaning.

Working in a call-centre—this-person needs to be patient with all kinds of people. They should be outgoing and energetic and have good listening skills so they don't interrupt customers but engage them in conversation. They may also need the ability to multi-task, be excellent problem-solvers and be flexibile about working hours if your call-centre operates around the clock.

Working in an administration or corporate environment—professionalism, ablity to work as part of a team and good presentation and manners could be critical to this type of job particularly if it is a public-facing role such as reception. Flexibility about working overtime when big deadlines loom is important.

Working in a cleaning role—this-person must be meticulous, trustworthy and have great attention to detail. The ideal candidate needs to understand how to use their cleaning products safely and not be shy about asking for help when they don’t know the answers. The candidate must also be truthful about any criminal convictions.


Interviews are your chance to gauge an applicant’s experience, expectations and communication skills. You can also see whether you think their personality and level of professionalism would be a good fit for your organisation.

Interview questions

While every job and workplace is different, it is against the law to ask an applicant questions that could be used to discriminate against them. Interview questions must be relevant to the specific job and the applicant's ability to do the job.

For example: "What are your childcare arrangements?" is discriminatory. But saying: "This job requires long hours and some travel. How flexible are you regarding overtime or out-of-hours activity?" seeks the necessary information in a non-discriminatory way.

To avoid any sense of discrimination against an applicant, some questions should be avoided unless they directly relate to the applicant's ability to perform the duties of the position. These include questions about:

  • gender
  • religious affiliations and practices
  • military service
  • height and weight
  • languages spoken, written and read
  • disability
  • age
  • national or ethnic origin
  • sexual orientation

Employers can ask the applicant to show that they are legally entitled to work in Australia with a tax file number or letter from the Australian Taxation Office. Most industry bodies can assist with advice around these questions. Alternatively, you can seek legal advice or contact the appropriate organisation in your state or territory. See below.

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Australian Human Rights Commission Logo

Legal and human rights issues

Employers can find information about employer rights, race and sex discrimination and harassment and bullying at various government websites:

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