Building your team: Practical talent strategies for Indigenous governments

Building a strong, resilient team is essential for any organization – but for Indigenous governments, the stakes are uniquely high.

Rooted deeply in community, culture, and long-term stewardship, the work of Indigenous governments is often guided by values that span generations, making finding the right fit in any role especially important.

Across the country, Indigenous organizations continue to grow, both in size and scope, and the vital work they do depends on having the right teams in place to get the job done. As such, talent strategies must go beyond conventional recruitment practices to reflect the distinct need and aspirations of Indigenous governance.

Structured, value-aligned teams are key in the approach to building strong, stable, effective teams. From pre-recruitment planning to onboarding and long-term support, MNP’s Indigenous services team can help Indigenous government leaders identify their needs, find the right candidates, and support leadership to ensure outcomes align with community values.

Six strategies for purposeful hiring from start to finish

1.  Attract the right talent

• Share the story of your community by using postings and outreach to highlight your Nation’s vision, values, and the impact of this role on the community. When candidates understand the purpose behind the role and the broader mission it supports, they’re more likely to feel a sense of connection and commitment.
• To reach candidates who are aligned with your values and goals, use the right channels. Post on Indigenous job boards, in community newsletters, and on social media to reach those seeking meaningful work or looking to get back to their roots and community. Don’t underestimate the power of word-of-mouth and community-based outreach, especially in remote regions.
• Leverage existing relationships by asking community members for referrals. Engage leadership, Elders, and staff to help identify strong candidates within their network, especially when culture fit and community connection are just as important as technical skills.
• Go beyond job postings by actively reaching out to passive candidates who may not be looking but have the skills, experience, and cultural alignment to thrive in the role. Personalized outreach can spark interest and attract individuals who otherwise may not have considered making a move.

2.  Start with accurate, community-aligned job descriptions

• A clear, current job description is the foundation of a successful hire. Regularly update and review role descriptions to ensure they are reflective of the responsibilities and expectations of the job.
• Include both the technical skills and attributes that reflect your organization’s values – such as collaboration, respect, and commitment to community.
• Be clear about the broader purpose of the role – how it supports governance, service delivery, and long-term community goals.
• To attract and retain top talent, review your salary range and benefits regularly. Compare then to similar roles in your region or in other Nations to ensure your offering is fair and competitive.

3.  Recruit for skills and cultural fit

• A strong selection process should evaluate both job-related experience and alignment with your organization’s culture and values.
• Include interview questions that invite candidates to share how they’ve worked in community settings, their experience building trust, how they’ve approached collaboration, navigated cultural contexts, and their understanding of/respect for Indigenous protocols.
• Whenever possible, involve Elders, council members, and other respected community leaders in the interview process – especially for roles that directly impact the community to bring depth to the conversation and ensure selection reflects community priorities.

4.  Onboard with intention and connection

• Effective onboarding should include both the practical tools and information needed for the job as well as a meaningful cultural orientation that highlights the Nation’s values, governance structures, and community priorities.
• Introduce new team members to the historical and cultural context that shapes your Nation. Whether through storytelling, community visits, or guided conversations to build empathy, respect, and sense of purpose.
• Assign a mentor or peer contact to help support the new employee’s transition, answer questions, offer guidance, and model community expectations.

5.  Prioritize capacity building and mentorship

• During the selection process, ask candidates how they’ve coached or mentored others in past roles. Leaders who prioritize mentorship build a culture of learning, collaboration, and shared success.
• New leaders should be expected to support internal growth and capacity building, helping others develop the skills and confidence to take on greater responsibility.
• Invest in building internal programs that support professional development and leadership readiness. Whether through training, shadowing, or formal succession planning, these pathways allow community members to grow into leadership or technical roles over time.

6.  Expand your reach and think differently

• Get creative when recruiting for harder-to-fill roles. Broaden your outreach to connect with candidates who are motivated by purpose and impact.
• Emphasize a role’s connection to community and the opportunity to make a real difference.
• Consider flexible or hybrid models if relocation is a barrier, particularly for specialized or senior positions.
• Activate your networks with partners who can help engage passive candidates – those who may not be actively looking for a job but are open to the right opportunity. This includes speaking to Elders, staff, and leadership about people they might think would be a good fit and encouraging them to share postings within their own networks.
• Consider offering an internal referral bonus or recognition for bringing in strong candidates or eventual hires.

The strength of any organization lies within its people. At MNP, our Indigenous services team knows how vital getting the right hire is for Indigenous governments and organizations. With decades spent building relationships with Indigenous communities across Canada, our experts understand local priorities and the value of delivering results that align with each Nation’s vision.

Meaningful community contribution in these roles is key – and MNP can help ensure you get started on the right foot. Whether supporting leadership searches, building internal capacity, or advising on long-term workforce planning, we are committed to helping Indigenous communities build strong, value-driven teams.

Visit our page to learn more about MNP’s services for Indigenous Communities and learn how we can help you build your team with purpose.