Navigating the New Domestic Violence Funding Landscape: What It Means for Social Care Recruitment in FY 2025

With the new financial year underway, significant changes in Domestic Violence (DV) funding are reshaping the social care sector across NSW and Australia. These funding boosts and reforms bring both opportunities and challenges for organisations and professionals involved in DV support services.

1. Increased Funding Driving Service Expansion

Recent government commitments have injected substantial new funds into domestic violence prevention and support programs. This expanded investment aims to:

• Enhance crisis accommodation and refuge services

• Strengthen early intervention and prevention initiatives

• Improve culturally appropriate and specialist support for Aboriginal and multicultural communities

For social care organisations, this means scaling up services and expanding teams to meet growing demand—leading to an increased need for skilled, compassionate professionals.

2. Recruitment Challenges in a Competitive Market

As demand rises, so does competition for experienced workers in the DV sector. Organisations face challenges such as:

• Talent shortages: Skilled practitioners with expertise in trauma-informed care and risk assessment are in high demand.

• Retention pressures: The emotionally demanding nature of DV roles contributes to burnout and turnover.

• Need for flexible, culturally sensitive staff: Services require professionals who can work flexibly and engage diverse client groups effectively.

Employers are responding by enhancing recruitment incentives, offering flexible work options, and investing in professional development to attract and retain quality candidates.

3. Emphasis on Specialist Skills and Training

New funding programs often come with requirements for evidence-based practice and outcome reporting. This raises the bar for social care professionals, who now need:

• In-depth knowledge of domestic and family violence dynamics

• Trauma-informed care approaches

• Strong case management and interagency collaboration skills

• Ability to use data systems for impact measurement

Recruitment strategies are evolving to identify candidates with this specialised skill set and to support ongoing staff training.

4. Collaboration and Partnership Opportunities

With greater funding, there is a strong push toward collaborative, integrated service delivery models. This includes partnerships between DV services, mental health providers, housing support, and community organisations.

For recruiters, this means sourcing professionals comfortable with multidisciplinary teamwork and flexible service environments. It also opens pathways for candidates to develop diverse skills across sectors.

5. The Role of Recruitment Agencies Like HiTalent

At HiTalent, we understand the unique demands of recruiting in the DV sector during this period of growth and change. We work closely with organisations to:

• Identify candidates who combine empathy with professionalism

• Support workforce planning that aligns with funding requirements

• Facilitate recruitment processes that prioritise cultural safety and trauma-informed principles

For candidates passionate about making a difference in DV support, we connect you with roles where your skills and compassion are truly valued.

Looking Ahead

The new financial year’s DV funding landscape represents a pivotal moment for social care recruitment. By embracing these changes, organisations can strengthen their teams and improve outcomes for those experiencing domestic violence.