Selection

Selecting the most suitable applicant involves ranking each applicant against the needs of the job. Decide which applicant has the closest mix of skills and personal attributes to match your expectations.

What you must do

  • Once you have decided on your preferred candidate, formally offer them the position and an employment agreement. The offer should be in writing, but its common to phone beforehand to let the candidate know that you intend to make an offer. See the example letter of appointment.
  • Describe in the employment agreement, the work to be undertaken.
  • Check that the person is entitled to work in New Zealand by viewing their passport, work permit or NZ birth certificate.
  • Register as an employer with Inland Revenue if this is your first employee.
  • Ensure you have a suitable induction process to give your new employee a fair chance of reaching the expected standard of performance.
  • Treat information gathered about unsuccessful applicants confidentially by storing it in a secure place.
  • When selecting an employee you can’t discriminate against any candidates on the basis of race, gender, marital or family status, age, religion or belief.

What you could do

  • Try listing the top issues for your business and marking each applicant against them as the selection criteria. Choose the applicant with the highest overall rank.
  • Avoid offering an applicant a job during the course of the interview. Take time to compare the applicants after each has been interviewed, and check their references.
  • Check qualifications carefully. Ask for copies of any certificates to verify qualifications. You may also wish to ask them for a copy of their drivers’ licence record if they will be driving at work.
  • If none of the applicants are suitable for the job, you can simply decide not to offer any of them the job. Don’t feel compelled to appoint one of them if you are not sure.
  • It is good practice to inform unsuccessful applicants when you appoint someone to the role, and thank them for their application.
  • If the selection process is delayed, inform applicants of the delay so that they don’t think they have missed out on the job.