Interviews

It is the Hiring Managers responsibility to interview potential candidates.

Interviews should be conducted by no less than two people experienced in interviewing (the interview panel), and should be structured in format, with all candidates being asked the same behaviourally based questions, and provided with the same information about the position (e.g. hazards, hours of work, key tasks, expectations, etc.).

The composition of an interview panel is integral to ensuring appropriate stakeholder input and evaluation of potential candidates.  Specific interview panel expectations are as follows: 

1. 1. 1. 1. Appointment of ELT and ELT direct reports – Hiring managers are to contact the Cultural Advisor Tikanga or the General Manager Maori Health to participate on interview panels.
         2. Appointment of Senior Clinical Leaders – Hiring Managers are to contact the Chief Medical Officer, Director of Nursing and Midwifery and Director of Allied Health, Scientific and Technical profession to participate on interview panels.
         3. Senior Medical Officers – Hiring Managers should ensure appropriate service representation is included on interview panels for Clinical Directors and Senior Medical Officer Interview Panels.   

Interview Training:

There is a 4 hour course that specifically focuses on conducting behavioural interviews which we recommend you attend to improve selection.

BOOK here for the Behavioural Interview Course

The Recruitment Centre may assist you to set up Interviews, subject to availability of resources. This is the information that is given to the candidates. Click here to view  →  TRC Interview Template, please complete and return to your Recruitment Consultant. 

In order to do this you, will need to provide the Recruitment Team with the following:

• Names and titles of everyone on the interview panel
• Venue details
• Date and times
• Length of interview

At the interview you must make sure that you collect:

• and verify a copy of the applicant's two forms of identification (please sight the original and date,sign the copy)
• and verify a copy of applicant's NZ/Overseas registration documentation (if applicable)
• and verify a copy of post-graduate qualification (clinical roles) and a copy of qualification to practice (Non-clinical roles)
• and verify a copy of proof of entitlement to work in NZ 
• Completed police vetting form (If a Children's worker)(you can get a copy from staffnet/HR/Forms)

The Recruitment team will also send the police check form to the candidates to complete before the interview. If they are a Core Childrens' Worker they will also be sent a blank police vetting form to bring to the interview to speed up the process. 

Unsuccessful applicants who have not been shortlisted for an interview are sent a decline email (correspondence on Taleo) by the Recruitment Consultant. Please make sure you let the Recruitment Consultant know which applicants you wish to decline.

Outside of Auckland / Overseas Candidate
Interviews:

For applicants that are out of Auckland or based overseas you can interview by phone or skype.

Please contact your Recruitment Consultant to set this up

Behavioural Interviews

Behavioural Interviewing:

As a Hiring Manager it is important that you use Behavioural based interviews. 

You can sign up for the Recruitment led Behavioural Interview Course for Waitematā DHB Managers/team leaders responsible for recruiting and interviewing people for jobs.

As a result of attending Conducting Behavioural Interviews (BI), you will:

• Be able to develop a position description and use it to produce BI questions;
• explain why we conduct behavioural interviews at Waitematā DHB
• be able to lead an interview panel in using behaviour based questions
• be able to help candidates respond to BI questions
• gain practical tips to enhance the interview process for both parties

Click here to view → Tips on writing your own Behavioural Based Interview Questions