Increasing Demand for Lived Experience by Employers

Lived Experience

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Lived experience is certainly valued by employers in sectors which are focused on diversity, inclusion and social impact, particularly because it offers unique insights, innate compassion and potentially enhances problem-solving capability, in diverse and practical contexts. Community and social services organisations, such as Junction Australia, along with healthcare and education providers are more likely to prioritise ‘lived experience’ in their recruitment criteria for positions providing frontline services or for subject matter experts developing service delivery models or education material. Whilst the qualities of overcoming challenges, deeper understanding of cultural differences, or navigating complex social systems could be attributed to lived experience, it’s important to remember that this is just one component in assessing a candidate's overall suitability for a position.

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Morton Philips always suggests candidates review the position description prior to applying for a role, tailoring their resume and cover letter to highlight their alignment with the requirements of the position. If lived experience is outlined as a requirement, then we encourage this to be addressed in the resume and cover letter. If it is not specified in the position description, the experience can be shared at the interview stage of the recruitment process. It’s important to share as openly as you feel comfortable, while ensuring the experience you provide is aligned to and in context of the role you are applying for. Lived experience is personal and can be sensitive and recruitment panels should always ensure they create a safe and confidential space for candidates to share information to support their application as required.

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There are instances where lived experience has been a factor for Morton Philips’ in recruitment assignments. The nature of some positions we recruit for Junction and other industry related organisations, means that candidates are often exposed to sensitive or emotionally distressing situations, in their professional or personal life. It’s important that recruiters and employers are aware of this, create a safe space for candidates, respect boundaries and are mindful of language and actions that could cause distress to candidates.

Most employers Morton Philips’ partners with support their employees across the whole employment lifecycle; through effective onboarding, professional development opportunities and also via alumni engagement. If a successful candidate requires relocation, housing or mental health support, it would be at the employer’s discretion to support the candidate within the frameworks and system available. It is vital that the candidate is setup for success, no matter what their personal situation is and likewise, that the organisation requirements are also met.

Importantly, when entering a recruitment process we advise candidates to 'be yourself'. Recruitment Consultants are people as employers are people. We want to see and know you as a person beyond your technical capability.

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