Recruitment process

The selection process is managed by the Human Resources Advisor in consultation with the Director/Manager or their nominee.

Here’s how we go about it.

A selection panel is convened consisting of:

• At least three persons with a mix of genders
• At least one panel member will have a detailed knowledge of the requirements of the position
• Panel members will normally be of an equal or higher grade/position than the position under consideration
• The Human Resources Manager or nominee will be a member of every selection panel.

The panel assesses all applications against the selection criteria outlined in the position description, and prepares a short list of applicants.

Interviews are then held.

You may bring support with you.

Family or friends may accompany you to the interview. Though please advise the Human Resources Section so appropriate seating can be arranged.

The interview will involve:

• Welcome (a mihi and/or karakia for a whanau interview as appropriate)
• Introduction of the panel
• The interview
• The whanau/support members will be invited to outline the applicants qualities and suitability as they see it, for the position
• Whanau/support people will be thanked for attending and given an opportunity to respond.

The Human Resources Advisor co-ordinates the preparation and conduct of the interview process, to ensure all applicants are questioned against the same selection criteria and that questioning is non-discriminatory.

Interview Expenses

The University will meet approved travel and accommodation costs for applicants attending an interview.

Sometimes short-listed applicants may be asked to participate in an additional job-related selection process.

This may include:

• A written exercise
• A specific skills test (i.e. wordprocessing or computing)
• A lecture/seminar to other divisional/section/centre staff and/or students, or
• A presentation to the panel.

The Human Resources Advisor is responsible for the preparation and conduct of these procedures and reference checks.

After assessing all short-listed applicants the panel will recommend an appointment. Referee checks will then be made.

The Vice-Chancellor, or nominee, must approve the Selection Committee recommendation for appointment.

The successful applicant will be made a verbal, then written offer of appointment.

Details of the offer are determined by the Director/Manager and Human Resources, and include salary and any extra information required, for example, proof of residency status and qualifications.

The successful applicant is required to confirm, or otherwise, the offer of appointment, in writing, prior to commencement of duties.

All applicants are advised of the outcome of their application.

The Induction Process

The Human Resources Advisor will take care of the administration relating to the new appointment, including the general induction.

The Division, School or Centre will induct the new staff member to their specific area.

Our induction programme has been designed specifically for Lincoln University and is the minimum requirement for introducing you to our organisation. 

Relocation

Appointees who live outside Christchurch may be offered help in relocating.

The Human Resources Manager may reimburse actual and reasonable travel and removal expenses.

Immigration

The University will pay for immigration costs directly related to an appointee obtaining a work permit or New Zealand residence.

Additional information is available from the New Zealand Immigration Service website.  http://www.immigration.govt.nz/

Equal Employment Opportunity

Lincoln University is committed to a policy of equal opportunity in the provision of education and employment.

The University seeks to provide equal access and encouragement in areas of recruitment, enrolment, selection, promotion, conditions of employment and career development.

This is to enable people to pursue their education and careers without their opportunities being reduced by factors that are irrelevant to the requirements of these studies and careers, for example: race, gender, marital or parental status, age, religious or political beliefs, country of origin, disability and sexual orientation.

The University is committed to monitoring the application of equality of opportunity.