NSWPF Assistant Commissioner, Region Commander and Aboriginal Engagement Corporate Sponsor Joe Cassar said the objective of the program was to build diversity within the organisation through working with HR commands to expand their recruitment campaign.

"The NSWPF is certainly a culturally diverse organisation and that's something we take pride on and aim to build on," he said.

"The southern region is a big command made of eight police districts. A lot of those police districts have very large Aboriginal communities and that's why we certainly embraced the opportunity [to be the pilot region]."

The pilot Aboriginal Targeted Talent Pool program makes up part of the NSW Police Force's implementation of its Aboriginal Employment and Engagement Strategy 2020-2023.

The Southern Region Aboriginal Talent pool will be set up against the frequently-advertised ongoing or temporary administrative clerk grade 1/2 position.

Hiring managers will be able to fill the role from a pool of Aboriginal people and the applicants will be able to receive assistance throughout the process.

Successful applicants will be selected into a short-listed group for future job vacancies that may arise over the next 18 months.

There were currently 17 administrative Aboriginal employees across the region and over 60 Aboriginal sworn staff but Assistant Commissioner Cassar wanted to see those numbers increase.

Information sessions will be held in key locations across the Southern Region, to provide applicants with Aboriginal employment tips, broader NSWPF career pathways and NSWPF Sworn general entry requirements.

Aboriginal Employment and Engagement Team manager Reece Craigie said the information sessions will provide prospective employees with the skills they would need to apply for a job, as well as prepare them for the interview process in the public sector.

"It's really showing interested people what it takes for the job application process and showing them what the interview will look like," said Mr Craigie.

"Because it can be confronting and we want to break down those barriers."

He said a number of applications had already been submitted and the representatives from the pilot program would be in touch to work with the applicants to improve their application.

"Aboriginal people bring a unique skillset to police," he said.

"They can really inform the organisation on Aboriginal affairs in the community and I think the Southern region really enables their workforce to do that."

South Coast Police District Acting Inspector Luke Geradts said working with Aboriginal police officers had helped him with his own policing.

"As a non-indigenous person, it just helps me to have a much better understanding of their culture and community," he said.

"They bring a unique knowledge that I, or many other police officers don't have. So for me as an operational police officer, I find that really helpful in my day to day duties and how that can help me to best engage with the local community."

Assistant Commissioner Cassar said there were protocols in place for police officers engaged in cases involving members of their own culture, whether Aboriginal or otherwise, whereby the officer could pass the case up their chain of command to avoid a conflictual situation.

He said engagement with Aboriginal communities was an around the clock process.

"Sure, we have our structured meetings where the Aboriginal leaders come and meet with our police and that's an opportunity to listen to the Aboriginal community and see what their concerns are," he said.

"We've also got our Aboriginal community liaison officers who are Aboriginal people that work closely with us and they can shed a lot morel light on how we can build those [Aboriginal community relationships]."

Or it could be as simple as police having a chat, or a yarn as its referred to, with Aboriginal members of the public about any topic, according to Assistant Commissioner Cassar.