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Recruitment Process

Our people are what differentiates us as an employer and keeps us ahead of the game against our competitors. What we innovate today can be copied tomorrow however it is very difficult to replicate the pride, passion and professionalism which our people deliver every day. We are an organisation that believes in developing our people, so attitude is key to becoming an Air New Zealander. Technical skills will open the door, but your attitude is what will get you on board.

Throughout our recruitment process we are essentially trying to answer three basic questions - can you do the job, will you do the job, and do you fit with us and our culture. To answer these questions we have detailed and robust processes which we have outlined here to give you a sense of what you are likely to experience. We've also provided you some tips and advice so you can put your best foot forward when you do meet our team. Good Luck!!

The specific process you will go through may vary but you should be made aware of the planned process at the stage you are invited to the first interview. Generally though the process will consist of one or two interviews, psychometric assessment and detailed reference checking and vetting.

Recruitment Process Diagram

1. Application

Roles are advertised via our careers site careers.airnz.co.nz (you know this because you are here!) and people need to apply on line. Make sure you are set-up to receive job alerts and we will send you an email when a job which fits your preferences becomes available. When you have applied we will send you an email confirming receipt of your application - if that doesn't arrive something may have gone wrong so get in touch with us.

2. Shortlisting

Depending on the specialist nature of the role we will do an initial shortlist of applications based on CV details. Candidates who best fit the requirements of the role may then undergo a brief telephone screening where we will clarify further details and provide additional information on the role. For specialist roles the shortlisting is designed to select the best three or four candidates who will be invited for interview.

In our volume areas (i.e. Flight Attendants, Contact Centres and Airport roles) the shortlisting is more about ensuring candidates have essential skills as well as meeting minimum requirements such as their right to work in NZ, clean criminal records etc.

Specialist Volume

3. First interview

Interviews are conducted by the Hiring Manager and may include another team member or one of the recruitment team. The interview is an opportunity for us to get to know you, your experience and what makes you tick - your aspirations and motivations. It's also designed to be a two way process so that you have the opportunity to find out if we "fit" with you.

We use a competency based interview technique, which basically means we will ask you to provide us with specific examples of where you have displayed certain competencies in your previous roles, or even in life outside work. Think about the things you've achieved and that you're proud of and be prepared to talk through a few examples of these.

4. Psychometric Assessment

Generally any psychometric assessments will be done following the first interview. Not all roles will require psychometric assessment, however in general we will assess candidates for senior roles and roles with people or customer management. If you are asked to complete assessments it will generally take the form of a personality profile and cognitive capability - ie verbal, numerical and abstract reasoning. Assessments are normally completed on-line and are a way for us to find out a bit more about candidates than interviews can provide.

5. Second Interview

Depending on the role, you may be invited back to attend a second interview. Second interviews are generally conducted when you are getting down to the final preferred candidate stages, and will often include the next level of management. It is an opportunity to really drill into the details of the role so come prepared with any outstanding questions.

3. Walk-In

A Walk-In is an exciting opportunity for you to come and present yourself in person to Air New Zealand. A bit like a speed dating interview!

So what can you expect? Energy, excitement and being welcomed as a Friend! There will be a presentation from Air New Zealand staff showing you what it is like to work in our company and that role, a short interview and perhaps some initial testing. More than anything it is a chance to see if our roles are right for you and for you to tell us about yourself and why you are right for us!

4. Psychometric Assessment

Generally any psychometric assessments will be done following the first interview. Not all roles will require psychometric assessment, however in general we will assess candidates for senior roles and roles with people or customer management. If you are asked to complete assessments it will generally take the form of a personality profile and cognitive capability - ie verbal, numerical and abstract reasoning. Assessments are normally completed on-line and are a way for us to find out a bit more about candidates than interviews can provide.

5. Assessment Centre

At our assessment centres you will be asked to perform a number of activities and exercises which relate to the performance and success of the role. These can include a one on one behavioural based interview, a role play, group exercises as well as some testing or administration.

So how can you prepare for your assessment centre? Similar to an interview, draw up a list of your main strengths and achievements, converse with other candidates (this will also help you relax) and most importantly Be Yourself!

6. Vetting

Given the nature of our business Air New Zealand undertakes thorough vetting on all employees. Depending on the role this may be as simple as a reference check, a Ministry of Justice clearance and in some instances a credit check however for safety sensitive roles where you are required to have day to day 'airside access' you will also need to complete a health assessment and an Aviation Security check.

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