What to expect during our recruitment process for Permanent, Fixed-Term and Casual employment.
Stats NZ aim to but are not required to advertise all vacancies for 5-10 working days, we suggest you don’t wait until the closing date to apply if you are interested. All applications received will be reviewed and we will respond via phone or email.
Check out Careers NZ for advice on creating a CV and preparing for an interview.
We suggest you tailor your cover letter to the vacancy and keep it concise and relevant to the advert and PD.
Don’t forget to include your contact information, relevant qualifications, certifications and achievements.
Once you’ve created a user profile you will receive an email confirmation.
Once you’ve successfully applied for a role we’ve advertised, you will receive an email confirmation.
If you have any issues contact support@staffcv.com or go to https://support.staffcv.com
We use a screening matrix when reviewing applications to assist us with shortlisting. When we have large numbers of similar applications, you may be requested to complete a phone or video screen.
We aim to ensure equal employment opportunities at Stats NZ and want to make sure all applicants are treated fairly and equitably, regardless of individual differences such as disability, race, ethnic origin, age, gender, sexual orientation, marital status, ethical or religious beliefs, or family responsibilities.
We welcome overseas interest in any of our career opportunities. However, to work in New Zealand you must:
- be a New Zealand citizen or hold a New Zealand residence class visa, or
- be an Australian citizen or an Australian resident, or
- be a Cook Island (including Niue or Tokelau) citizen, or
- hold a current and valid work visa.
You can find out how to get a work visa at the Immigration New Zealand website. NOTE: If you have a work visa, your conditions will dictate what you can accept and what we can offer. Please check your conditions before you apply for a role.
If you are invited to an interview, this will usually involve at least two to four panel members and will involve competency-based questions and questions specific to the role, environment and setting.
If you would like to bring a support person or have any accessibility or support requirements we can assist with, do let us know so we can prepare for and accommodate accordingly.
We may ask you to provide a work sample or to give a presentation as part of an interview process.
Depending on the vacancy, psychometric testing may be included in the recruitment process. We’ll always discuss this with you before asking you to complete such a test. Examples might include:
- Aptitude and ability tests are designed to assess abilities required to perform the role.
- Personality tests can identify and highlight typical tendencies and behaviours of the person.
We conduct pre-employment checks as part of our recruitment process which includes reference checking, specific checks related to the role e.g. qualifications and licenses.
Stats NZ conduct a criminal records check (through the Ministry of Justice) for all roles before any appointment is confirmed. Any offer of employment that is made is subject to the criminal clearance check being satisfactory.
A criminal conviction doesn’t necessarily mean you won’t be offered employment. It will depend on the nature of the position you’re applying for and the nature of the offences that resulted in the conviction.
If you are successful in the recruitment process, you can expect a verbal and written offer be presented to you. If you accept an employment contract will be written up and presented to you for signing.
Your Manager will be in touch prior to you starting to explain the onboarding and induction process.
If you have any questions, please contact jobs@stats.govt.nz
Good luck with your application, we hope to see you onboard at Stats NZ, Tatauranga Aotearoa soon!