Writing a Clear Job Post for Your Support Worker

Finding the right support worker isn’t just about putting up any advert online and hoping for the best. It’s about taking the time to put your thoughts in order – what support is really needed, what the day-to-day looks like, what type of person would fit well. A carefully written position description and advert can make the difference between attracting the right kind of person or ending up with mismatched expectations later on.

A good job post is not rigid or overly regulated, but it contains sufficient information so the worker is aware of what is expected and you as the client are aware of where the boundaries are. Consider it as the establishment of the ground rules that would govern your working relationship on the first day.

Why Start with a Position Description?

A Position Description (PD) doesn’t have to be a heavy document full of jargon. It can be a simple outline that names the role, explains the purpose, lists the kind of tasks involved, and makes clear what’s expected. When you sit down to draft one, you’ll start to see your own needs more clearly.

Some benefits of having a PD:

• It keeps everyone on the same page about what the role involves.
• It helps with induction when someone new joins.
• It can highlight training that might be required.
• It gives you a reference point later if performance issues arise.

Even if you never share the PD widely, it’s a helpful tool for you as a supervisor and organiser of your own supports.

Thinking in Terms of Roles

One way to approach writing a PD is to think about roles rather than just tasks. Role-based recruitment helps you match the worker to the life goals of the person being supported.

Here’s a simple table to show how the purpose of a role links with tasks:

By focusing on roles, you leave some room for flexibility. The worker isn’t boxed into a rigid task list, but there’s still enough direction so everyone understands the aim.

Informal vs. Formal Position Descriptions

Not every PD looks the same. If you’re hiring someone to help with a hobby like fishing or gardening, your PD might be short and conversational. If you’re hiring someone to coordinate a small team of other workers, the PD may need to be more structured.

• Informal PD example: A Fishing Coach for Steven, who loves fishing but needs support with equipment, safety, skill-building, and joining local fishing groups. Hours depend on weather and season. The tone is light but expectations are still clear.
• Formal PD example: A Community Support Coordinator. This PD would list responsibilities, tasks, key performance indicators, relationships, required experience, personal qualities, and employment arrangements in a more detailed and structured way.

The main thing is to match the tone of the PD with the nature of the role.

Job Advertisements: Where and How to Post

Before rushing into advertising, pause and ask: can this role be filled through my own networks? Sometimes a recommendation from a trusted friend, family member, or community contact brings the best outcome.

If advertising is needed, think about the platforms that best connect with the kind of worker you’re looking for:

• Community networks: trainers, tutors, church or school newsletters
• Local services: noticeboards, neighbourhood groups
• Online job platforms: Seek, Ethical Jobs, Gumtree
• Specialist disability/aged care platforms: NDIS Provider Finder or recruitment tools through JobActive

Posting widely is good, but quality beats quantity. You want the right person, not just a flood of resumes.

Writing the Advert

A job advert is not the same as a PD. It should give just enough information to spark interest without overwhelming detail. Think of it as the front door to the role.

A good advert usually includes:

• Who the person to be supported is (in a respectful, human way).
• The role’s purpose – why the job exists.
• Tasks involved – a brief overview, not an exhaustive list.
• Hours and days required.
• Any requirements (driver’s licence, checks, car, availability).
• Employment arrangements – casual, permanent, casual through a platform.
• Application process – how to apply and what to provide.

For example:

A friendly young man with autism living in Sydney seeks an energetic, reliable support worker to assist with daily routines, social outings, and meal preparation. Hours are 2 evenings per week and alternate weekends. A driver’s licence and own car required. Training and orientation provided. Please send your CV and a short statement of interest to info@supportnetwork.com.au​.

Screening Applicants

Once applications start coming in, screening becomes important. Decide what’s essential and what’s preferred. For example:

• Gender preference (sometimes necessary for personal care).
• Age group compatibility.
• Location (nearby workers may be more reliable).
• Specific qualifications or licences.

It’s okay to be clear about these things upfront. Screening also means not wasting time on applications that don’t follow instructions – if you asked for a resume and cover letter, expect that.

And always respond to applicants, even if just to say their application wasn’t successful. Courtesy matters.

Keeping Things Flexible

PDs and adverts provide structure, but make sure it is not so tight that there is no space to exercise initiative. Usually people have additional skills which you never considered. A support worker that comes in to assist with shopping may also be a whizz at technology and can help you set up your iPad.

Review the PD once a year. Needs and circumstances change, and so do relationships with workers. What worked in the first six months might need adjustments later.

Helpful References

• NDIS – Hiring Your Own Support Workers
• Australian Government Fair Work Ombudsman
• Workforce Australia – Find a Job
• Ethical Jobs – Community Sector Roles
• Seek – Job Search Australia 

Final Thoughts

You do not have to feel overwhelmed when writing a good job post of a support worker. Start by a simple Position Description, think about roles and not only about tasks, and then use a simple and clear advert that is respectful and engaging. Be willing to be flexible, screen candidates thoroughly, and continue to review the arrangement as it changes.

If you need assistance recruiting support workers, or just advice on how to structure your support team, you can contact Support Network on 1300 971 631 where we are happy to help.