Victoria University of Wellington uses a competency-based recruitment and selection appointments procedure for all general staff appointments, including the vacancy you are interested in.
An important part of selecting the person 'best suited' for the position is the assessment of an applicant against the criteria (education, experience, knowledge and competencies) critical to effective performance in the position. These criteria are set out in the Role Description.
If you are completing your application online using the University's e-recruitment system, submit all information online including your personal and contact information, letter of application and your CV. If you are submitting a paper-based application, complete the Employment Declaration/Application Form and forward this with your letter of application and CV.
In either case, include evidence about your education, experience, and knowledge that demonstrates how you meet the vacancy criteria.
If you have applied online, you will be sent an automatically generated email confirming receipt of your application. If you have submitted a paper-based application, you will receive an emailed or hard copy acknowledgement letter.
The appointing Manager/Head of School and Interview Panel will then shortlist applicants, based on their assessment of which applications best meet the criteria listed under education, experience and knowledge.
If you are shortlisted, you will be contacted to arrange an interview and in some cases other kinds of assessments will be used. If you are not based in Wellington, the interview may be conducted via the telephone or via video conference. If you are unsuccessful in making the shortlist, you will be advised of this by letter.
If you are asked to attend an interview, you have the opportunity to be supported at the interview by whanau and/or other support. If you intend to bring support, please let the appointing Manager/Head of School know in plenty of time. Any expenses involved in bringing support persons to an interview are your own responsibility. Further information on the conduct of a whanau/support interview should be discussed with the appointing Manager/Head of School.
You will be asked to confirm the names and contact details of at least two referees whom the appointing Manager/Head of School can contact to verify the information you have supplied during the recruitment process.
Secondary or follow up interview(s) may also be conducted to further explore information gained during the interview, assessment and reference checking processes.
Victoria's interviews are conducted by an Interview Panel. The Panel will typically include the Manager/Head of School of the vacant position, and one or two people knowledgeable about the skills required for the position. Both genders are represented wherever possible.
The University's style of interviewing is interactive and behaviourally based. Each Panel member normally has a question or area of questions. The questions will be based on all the key competencies in the Role Description. Behavioural interviewing focuses on your past behaviour in actual work or other relevant situations. Your pre-interview preparation should include examples of these.
The Panel will take notes throughout the interview. Behavioural interviews normally take up to 1.25 hours. There will be time allocated for you to ask questions and for the Panel to convey information about the University as a working environment to you. Further information about the University can also be found on www.vuw.ac.nz.
Normally the process takes two or three weeks from the application closing date. If you are the successful candidate you will be contacted by telephone. If you are unsuccessful following interview, you will be contacted by telephone and letter.