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Join one of Australia's leading providers of community staffing and workforce solutions
COMMUNITY STAFFING PROVIDER OF CHOICE
Trusted by 1000+ community service professionals
Edmen is one of Australia’s largest dedicated providers of community workers to Government and Non-Government Community Service organisations. We connect workers with rewarding casual and permanent roles to service providers in the youth, disability and aged care sectors nationwide.
Power in numbers
Happy employees are the key to our success. We nurture long lasting relationships with our team of community service workers. We arm them with all the necessary tools and training to deliver outstanding support and services for our clients. The numbers speak for themselves.
1000+
experienced Youth & Disability Support Workers nationally
1000+
residential sites supported by Edmen's team
1 million hours
of service provision fulfilled by our workers each year
SOLUTIONS FOR COMMUNITY SERVICES
Streamline your workforce management
Discover our workforce management solutions for community service providers. We partner with you to relieve pain points by building tailored solutions that centre around specialist expertise, scale and service. Whether you need to fill casual, professional, leadership or volume, our national team deliver the best community service talent.
INTERNATIONAL JOB SEEKERS
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Discover local jobs in metro and regional areas across the country. We welcome people new to Australia to join our friendly team.
What our employees are saying
"For me, Edmen has given me the exposure and work experiences to set a great foundation to build my career. I’ve also met so many good people along the way. I don’t know how they do it, but there are so many good people within Edmen. It’s something you want to be part of."
- Precious, Edmen Youth Support Worker
Job Seeker FAQs
Featured Blogs
What is an Assessment Centre and How is it Used in Recruiting Disability and Youth Support Workers? An assessment centre is a part of the recruitment process. It helps companies see if you are the right person for the job. Instead of just asking questions, they give you tasks to do, like assessing how you would react to certain scenarios you could encounter on shift. This is used a lot when hiring disability and youth support workers. Why Do Companies Use Assessment Centres? Support work is about more than skills – it’s about how you handle tough situations and work with others. Here's why assessment centres are important: Real-Life scenarios : You will be asked to handle situations similar to what you might face on the job. For example, you might need to solve a problem or help someone in need. Teamwork: Support workers often work with others. In group tasks, the company sees how well you work with a team. Fair evaluation : Everyone gets the same tasks. This way, companies can see who has the skills for the job in a fair way. What Happens at an Assessment Centre? Here are some things you might do at an assessment centre: Role-playing : You may act out a scene where you help a person with a disability or a young person. This shows how you listen and help others. Group work : You might need to solve a problem as a group. This shows your teamwork and leadership skills. Interviews: Some assessment centres also have short interviews. Written tasks : You may need to write a report or notes. This helps them see how you write and follow instructions. Set Realistic Expectations: You’re not expected to be an expert on day one. Set achievable goals for yourself and celebrate when you hit them. Small steps lead to big changes. How Can You Prepare? Know the job : Make sure you understand what a disability or youth support worker does. Think about how you would act in hard situations. Learn about the company : Read about the company’s values and how they work. Practice: Try role-playing or practicing with a friend to get ready. Be yourself : Stay calm and show who you are. This is your chance to show your skills. Be engaging and present your best self on the day : Your ability to interact with the presenter and your peers is a part of the assessment. Make sure you are participating and treating the day as you would a job interview.
What is PACE? PACE is more than just a framework; it’s a way of thinking, feeling, and interacting. It helps young people feel safe, understood, and supported. By integrating playfulness, acceptance, curiosity, and empathy into our interactions, we can build stronger, more meaningful connections that encourage trust and emotional growth. Playfulness: Keeping Things Light Laughter and joy play a critical role in building relationships. Approaching situations with a playful attitude —using lighthearted tones, storytelling, or humor—can diffuse tension and make difficult conversations feel safer. It’s not about making light of serious issues, but rather creating an environment where young people feel comfortable expressing themselves without fear of judgment. Example: A young person refuses to participate in an activity. Instead of pushing, a playful approach might be, “Alright, but I bet you can’t beat me at rock-paper-scissors first!” This simple moment of fun can shift the energy and open the door for engagement. Acceptance: Meeting Them Where They Are Acceptance means acknowledging a young person’s thoughts, feelings, and experiences without judgment. It doesn’t mean condoning harmful behaviours, but rather validating their emotions so they feel heard and understood. Example: If a young person is angry because of a house rule, rather than dismissing their feelings, you could say, “I can see that you’re really frustrated about this rule. It’s okay to feel that way. Let’s talk about why it’s in place and how we can work through it together.” Curiosity: Understanding the 'Why' Instead of reacting with frustration when a young person behaves in a challenging way, approach the situation with curiosity. This means genuinely seeking to understand why they’re acting a certain way, without assumption or blame. Example: If a young person lashes out, instead of saying, “Why would you do that?” in an accusatory tone, a curious response could be, “I wonder what’s making you feel this way right now?” This encourages reflection and fosters open dialogue. Empathy: Walking Alongside Them Empathy is about being present and feeling with the young person. It’s letting them know that they’re not alone in their struggles and that their emotions matter. Example: When a young person is upset, rather than just saying, “You’ll be fine,” try, “I can see that you’re really upset. That must be really hard for you. I’m here to help you through it.” PACE in Practice Incorporating PACE into youth work takes practice. It requires slowing down, tuning in, and being mindful of your own emotions. You won’t always get it right, and that’s okay. What matters is the effort to create a safe, supportive space for young people to grow and heal. At Edmen, we encourage all our youth workers to adopt the PACE approach. By doing so, we’re not just providing care—we’re fostering trust, connection, and positive change in the lives of young people. When PACE Doesn't Work It’s important to note that when a young person is in fight, flight, or freeze mode, the PACE model won’t be effective in that moment. When they are in a heightened state of stress, they are no longer thinking rationally—they are trying to protect themselves. In these situations, it’s crucial to focus on de-escalation techniques to help them feel safe again before attempting to re-engage with PACE. This might include giving them space, using grounding techniques, or simply being a calm and reassuring presence until they are ready to reconnect. Interested in learning more about PACE? For more information, visit Dr Hughes' website - DDP Network
A case of speed and personalised care Sam*, a Youth Worker at Edmen, experienced a significant injury at work. Given the severity of the injury, Cassandra Burriel, from PeopleIN’s Recover at Work team, acted quickly to ensure Sam was receiving the immediate and appropriate medical and emotional support. “Given the psychological toll such incidents can take, we arranged early intervention counselling through our Employee Assistance Programme (EAP) to ensure Sam had the resources he needed within 24 hours. We recognised Sam's strong desire to return to work, but we also understood the importance of a gradual and supported reintegration. Initially, we kept him engaged with remote work, offering office-based duties or administrative tasks until he was medically cleared to resume his usual responsibilities.” This approach allowed Sam to stay connected to work while supporting both his physical recovery and emotional well-being. Thanks to the customised support from PeopleIN and Edmen, Sam made a smooth transition back to work without setbacks. How the PeopleIN Recover at Work Program Works PeopleIN's Recover at Work program focuses on 3 key principles: early intervention, tailored support, and gradual reintegration into the workplace. Here’s how it works: 1.Early Intervention Once an injury occurs and is reported, the Recover at Work team takes immediate action, coordinating medical appointments and providing psychological support. Cassandra emphasises that early intervention helps prevent the emotional toll from escalating, ensuring that the employee is well-supported from the moment the injury occurs. "The most important thing we do is provide psychological and physical support," she explains. "Even after a minor incident, we encourage workers to access the Employee Assistance Program (EAP) to ensure they have the mental health support they need, as everyone reacts to stress differently." 2. Tailored Support & Return-to-Work Plans After an injury, the Recover at Work team collaborates with the employee, medical professionals, and the host client to develop a tailored return-to-work plan. This plan may involve modified duties or a gradual increase in hours, focusing on the individual’s specific recovery needs. PeopleIN’s large network of resources, including GP services and physiotherapy consultations, plays a crucial role in speeding up recovery. Cassandra notes, "We understand the challenges our workers face, especially with treatment access. Our network allows workers to get the care they need immediately, speeding up the recovery process." 3. Reintegration into the workplace The team works closely with Edmen’s host clients to ensure suitable duties are available for injured workers. This might involve light duties, office-based tasks, or, if necessary, remote work. Engaging employees during their recovery is essential in preventing feelings of isolation and maintaining their sense of purpose. “We always check with the client to see if they can provide suitable on-site duties. If on-site work isn’t an option, we explore office-based duties—either at the client's office or, if they’re local to us, at one of the PeopleIN offices.” explains Cassandra. Benefits of the PeopleIN Recover at Work Program for Edmen’s clients The Recover at Work program offers clear benefits for Edmen’s community service clients: Maintain a consistent workforce : Keeps employees engaged and connected, reducing disconnection and improving the transition back to work. Improved return to work timeframes : With a 90% RTW rate and employees returning 2 weeks sooner than the industry average, clients experience quicker workforce recovery. Reduce exposure to common law : Minimises legal risks by ensuring compliance and managing the return-to-work process effectively. Increased productivity and retention : Enhances workforce stability by reducing absenteeism, boosting productivity, and increasing employee satisfaction and retention. For Edmen, this means a safer, smoother return-to-work process and stronger relationships with both employees and clients. To learn more about PeopleIN’s diversified workforce solutions, contact us today.
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