Our recruitment process
To apply for a role is easy:
Go to careers
Select the job you’re interested in.
You'll be taken through to our candidate management system (Workable), where you can send us the latest version of your CV and cover letter. These should highlight your strengths and skills that you can bring to the role you're applying for.
Once you've applied, Workable will let you know we’ve received your application.
We try to move through the selection process as quickly as possible. If there is likely to be a delay we will let you know as soon as we can, as we realise it could affect your future plans.
All applicants must be legally entitled to work in New Zealand prior to being confirmed into a role.
Shortlisting and interviews
We assess all applicants against key criteria needed to be effective in the position. The criteria includes the qualifications, skills, knowledge, experience and competencies outlined to succeed in the role.
In some instances, we may contact you for an initial phone interview before we confirm a shortlist. If you are not selected for consideration we will let you know.
Shortlisted candidates are then contacted to arrange a formal interview, which may be:
- In person
- Over the telephone
- On a video conference interview.
Injuries and disabilities
Before any interview, let us know if you have an injury or disability that:
- May affect your ability to access our buildings
- Means you need a support person as part of the selection process.
We will do our best to accommodate your requirements.
Our interview panel will:
- Consist of two or three people
- Take about an hour.
Competency based interviews
Our interviews focus on behavioural questions and any role-specific or technical skills, knowledge and experience. We will ask you for examples of when and how you have demonstrated a particular skill, knowledge or ability. Try to think about examples that are relevant to the role.
A good way to answer these types of questions is to use the STAR format:
- Briefly outline the specific Situation or Task;
- Describe what Action you took and why,
- Explain what the Result or outcome was. This can include what you learnt and anything you would do differently in hindsight.
If you are not successful, we'll contact you as soon as we can to give you feedback. If you are the preferred candidate we'll be in touch to let you know what the next steps are.
As part of the selection process, we may ask you to do a psychometric assessment or ability test. We use an external provider and will ask your permission before sending your contact details to them.
Criminal convictions history check
If you are a successful candidate and we offer you a role, you will need to complete an authorisation form for us to request a criminal convictions history check from the Ministry of Justice. Please note this process will not provide convictions covered under the 'Clean Slate Act 2004'.
We may also check any qualifications outlined in your CV or application documents with the relevant institution or educational provider.
With your permission, we will then contact at least two of your work-related referees. These referees will include at least your current manager, or a recent manager you reported to directly or carried out work for.
Once all the checks have been completed, we'll contact you with an offer of employment and to discuss next steps.
If you have any questions about our recruitment process,or applying for a role, email us at email@example.com