Our recruitment process

​​​To be a perfect candidate for a job, you should know our recruitment process inside out. 

Follow these six simple steps to learn more.

1 | Apply

Have a look at our current vacancies​, find the right fit and click Apply Now.

2 | Shortlist

We create the shortlist; if you are selected then get prepared for the next exciting step.

3 | Interviews

We will contact you for an interview where we get to know you in more depth. Our questions tend to be behavioural and competency based, meaning we will be looking for you to provide examples to demonstrate your experience. Initial interviews may be by phone or online video. If successful, this will be followed by either an online or a face-to-face interview where you also get the chance to ask more about the position and working for us. For some of our positions you may be required to attend more than one interview.

4 | Pre-employment checks

If you are our preferred candidate after the interview, we will undertake our pre-employment checks. 

These are role dependant and the checks undertaken vary depending on the role and the work being undertaken:

  • Ministry of Justice/NZ Police Vetting: for conviction history - only one of these checks will be completed.
  • Pre-employment medical assessment: for roles requiring labour, or in environments of risk (chemicals/noise etc).
  • Credit check: for roles that have financial responsibility (i.e. P-card or PO approvals).
  • Qualification check: for specialised roles that require confirmation of achievement (i.e. Engineers, Planners) and if relevant to the Children's Act 2014.
  • Professional membership check: if required, to acknowledge continuous professionalism and development within the industry (i.e. CA ANZ, PINZ) or if relevant to Childrens Act (i.e. Teachers Council for education-based roles and when the role require frequent interaction with children).

All roles covered by the Children's Act 2014, require shortlisted candidates to undergo all relevant safety checking under the Act before commencing employment, as well as during employment.

5 | Assessments and testing

Generally psychometric assessments and skills based tests will be done following the background checking. Not all of our roles require this step. If you are asked to complete a psychometric assessment it’s likely to be either a personality or ability assessment (or both) and these can be completed on-line. These assessments do not have any weight on the decision-making of being successful for the role or not - this is considered another tool to know you more that wasn't covered during your interview. Feedback and copies of these assessments are provided to candidates.

The skills based testing may include online tests, written tests, presentations or manual work based tests.

6 | The offer

Congratulations! If you're the right person for the job then expect a call to confirm this. Your offer letter and agreement will be emailed to you soon after this call.

7 | Acceptance

To confirm acceptance you will need to return to us by email us a signed copy of your offer. 

8 | Making the difference that matters

Welcome to Hamilton City Council, on-boarding may start as soon as we have received your acceptance. ​

Apply now​​​

Throughout our recruitment process, we follow the Privacy Act guidelines to ensuring we are:

  • collecting relevant information from applicants
  • those within the organisation who are directly involved in the recruitment decision-making process for the vacancy has access to your information
  • the information gathered remains confidentially stored in our recruitment and document management system
  • gaining permission from applicants on the background checks necessary and contacting references
  • interview/reference/recruitment notes are typically destroyed after a period of 3 months
  • applicants have the ability to request or change information held on their record
Page reviewed: 19 Aug 2021 3:23pm