Applying to work at Ara

How to Apply

• Download and review the job description. This details the essential and preferred qualifications, skills, knowledge and experience we are looking for, plus outlines the hours, salary and duties of the role.
• Complete the online application form. We require at least two recent employment related referees.
• Insert attachments. Remember to attach your CV and covering letter, plus any other supporting documentation required.
• Submit your application. Once we have received your application, you will receive an automatic email acknowledgement. If you haven't received this email then we may not have received your application, please contact us on 03 940 8222 or Recruitment@ara.ac.nz

The selection process

As soon as possible after the closing date the interview panel will consider all applications. This process usually takes seven to ten days.

Applicants who are selected for an interview will be contacted by phone by a member of the Recruitment team to arrange an interview time.

If your application is unsuccessful, you will be notified by email.

The interview

If you are shortlisted for an interview, the Recruitment team will contact you to arrange an interview.

During the interview process you will be invited to participate in some or all of the below:

• A face-to-face interview with an interview panel (usually behavioural style questions)
• A practical exercise based on the duties and responsibilities for the position
• A presentation or teaching demonstration to the interview panel or nominated Ara group
• Reference Checks
• Police Vetting or Ministry of Justice Checks

If you are outside of Canterbury, you may be initially interviewed online via Microsoft Teams. If appropriate, we may arrange for you to visit Ara.

Interview panels at Ara are made up of the appointing manager, and between one and four other people knowledgeable about the skills required for the position. You will receive information about the panel at the time your interview is arranged.

Whānau or other support at interviews

Candidates may opt to bring family or trusted friends as support to the interview. When we arrange your interview, please advise us who will be attending so that appropriate arrangements can be made. We do not cover travel or other related expenses for whānau or support people.

Candidate selection

Once interviews and other selection processes have been completed, the selection panel will convene to select the preferred candidate/s. At this stage we will request referee details to conduct reference checks. Please ensure that any referees you provide are aware that they may be contacted by us. Once completed, the panel will deliberate and confirm the successful candidate. The Recruitment team will call the successful candidate and discuss the details of an offer. You will then receive a formal offer of appointment in writing.

We aim to advise you of the outcome as soon as possible after your interview, but please allow up to two weeks for a final decision.

If you have been interviewed but are unsuccessful, you will be advised after the appointment has been confirmed. You are welcome to request feedback from the panel following your interview.

Background checks

All offers of employment will be subject to a criminal history check, to ensure our learners are kept safe. This will be conducted by either the Ministry of Justice, or the New Zealand Police Vetting Service. The type of check required for each position is noted on the Job Description.

Children’s Act 2014

As per our obligations under the Children’s Act 2014, roles in a regulated service that have regular or overnight contact with students who are under 18 years of age, without a parent or guardian being present, are subject to initial and periodic safety checking.

If the role is identified as a Children’s Worker, part of our recruitment process will include completing a safety check. This includes:

• Confirmation of identity
• Undertaking a Police Vetting check
• Work history for the previous 5 years (your CV)
• Interview
• Reference checks
• Professional body checks (if appropriate)

This information is then considered as part of a Risk Assessment to determine your suitability to work with Children.

Workforce restrictions: If you have a criminal conviction and you are considering working at Ara you will need to check whether your conviction could prevent you from working in some roles in your chosen field. This is because the Children's Act 2014 prevents state sector agencies and government-funded service providers from hiring people with convictions for 'specified offences' to work with children in some roles.

You can find more information on the Children’s Act here

You can find a list of specified offences here

Thank you for considering Ara as a potential employer.