How to Hire Aged Care Workers in Australia

To hire aged care workers in Australia, define the role and award classification, advertise with clear shift and pay information, screen for the required checks and qualifications, and onboard against the Code of Conduct for Aged Care. Strong hiring also means planning for retention, because the best recruitment drive cannot fix a role people leave quickly.

Which roles and awards apply in aged care?

Aged care teams combine several roles. Personal care workers, sometimes called PCAs or care workers, provide daily living support. Registered nurses and enrolled nurses deliver clinical care, and there are also lifestyle, hospitality, cleaning and administrative staff. In residential aged care, many direct care workers are covered by the Aged Care Award (MA000018), while nurses are generally covered by the Nurses Award (MA000034). Home care workers may fall under the Social, Community, Home Care and Disability Services Award (MA000100). An enterprise agreement can replace the award where one applies. The Fair Work Commission's aged care work value decisions have changed award rates in recent years, so check current minimums in the Fair Work pay guides rather than copying an old advertisement. Getting the classification right at the start avoids underpayment and makes your job ads more accurate.

What checks and qualifications should you require?

Aged care providers must make sure workers meet screening requirements before they start, including police checks or the screening required under current aged care rules. Requirements were updated with the new Aged Care Act, so check the latest guidance from the Department of Health, Disability and Ageing and the Aged Care Quality and Safety Commission. Nurses must hold current registration, which you can verify on the Ahpra public register. For personal care roles, many providers look for a Certificate III in Individual Support or a Certificate IV in Ageing Support, along with relevant experience. Confirm vaccination policies, manual handling training and any first aid requirements for your setting. Document every check with dates and expiry, and set reminders for renewals. A simple compliance checklist for each new starter is far easier to maintain than chasing missing records later.

How do you write an aged care job ad that attracts applicants?

Applicants compare ads quickly, so lead with what they need to decide. State the role title, setting, location, shift pattern and employment type. Show the pay rate or range and say which award or agreement applies. Describe the residents or clients the worker will support and what a typical shift involves. Be specific about requirements, separating the essentials from the nice-to-haves, because long lists of extras discourage capable people. Mention genuine benefits, such as paid training, a regular roster or supervision for new starters, only if you can deliver them. Avoid jargon from internal job descriptions. Finally, make it easy to apply on a phone, and respond to applicants promptly. In a competitive market, a slow reply often means a strong candidate has already accepted another offer, so agree a response time within your team before the ad goes live.

How should you interview and assess aged care candidates?

Structured interviews make comparisons fairer. Use the same core questions for each candidate and score answers against the same criteria. Ask behavioural questions about real situations, such as supporting a resident who is distressed, responding to a fall, or handling a disagreement with a family member. Listen for respect, communication and judgement, which matter as much as technical tasks. Explore how candidates understand dignity, choice and consent, because these sit at the centre of the quality standards that the Aged Care Quality and Safety Commission regulates against. Where possible, include a site visit so candidates see the environment and you see how they engage with residents and staff. Reference checks should go to supervisors who saw the person's direct care work. Write up decisions with reasons, which supports consistent hiring and helps if a decision is later questioned.

Can you hire from overseas or onshore visa holders?

Some providers broaden their search to people already in Australia on visas with work rights, or to sponsored overseas workers. Onshore candidates can include students with limited work rights, graduates and partners, and the conditions differ widely, so check each person's entitlements through VEVO before they start. For overseas hiring, the main pathways are the Skills in Demand visa and, for eligible providers, the Aged Care Industry Labour Agreement. The Home Affairs website sets out current eligibility, including which occupations and salary levels apply. Sponsorship adds lead time and ongoing obligations, so it suits planned workforce growth better than urgent gaps. Our page for candidates already in Australia explains how we work with onshore visa holders. Use a registered migration agent for advice on any sponsorship decision, including whether a labour agreement is worth pursuing.

How do you keep aged care workers once hired?

Retention starts during onboarding. Give new starters a clear induction, buddy shifts and a named person to go to with questions. Train them on your policies and on the Code of Conduct for Aged Care, and check how they are going after the first week and the first month. Predictable rosters matter to many care workers, as do fair allocation of shifts and timely pay. Offer a path to grow, whether that is further qualifications, a senior care role or support towards nursing study. Listen to exit feedback and act on the patterns you see. Keep records of why people leave, because the reasons often point to fixable issues in rostering, workload or supervision. Retention gains reduce how often you need to recruit, which is usually the most effective way to manage hiring costs and maintain continuity of care for residents.

How does CrossNation support aged care employers?

CrossNation is a Victorian-based recruitment agency recruiting for employers across Australia. As a recruitment agency, our role is sourcing and screening candidates for aged care providers and coordinating interviews with your team. Our employer fee is 12% of the candidate's annual salary, and placements come with a 90-day placement guarantee. We are a recruitment agency, not a registered migration agent, so visa questions belong with a registered migration agent. See our aged care recruitment service, point candidates to current aged care jobs, or make a hiring enquiry to talk about your roster gaps. Tell us your setting, shift needs and the qualifications you require, and we will explain how we would approach the search and what timing is realistic. Have your position description and award classification on hand when you get in touch.

This is general information, not migration advice. Speak to a registered migration agent.