Equity in recruitment, selection and appointment

This page provides advice on best practice in recruitment and selection. It also provides links to University resources that will assist in achieving the objectives of “maintaining and strengthening our core of excellent Māori staff” and a diverse representative workforce.

Fairness at work

Pro Vice-Chancellor (Equity), Trudie McNaughton, discusses how the University's commitment to equity leads to fairness in the workplace. She also highlights the many equity policies, resources and networks that are available to support staff.

Guidelines for equity in recruitment, selection and appointment

These provide a summarised overview of equity considerations in the recruitment, selection and appointment process from advertising to making the appointment.

Further advice on recruitment is available in the HR Manager’s Toolkit.

Guidelines for whānau interviews

These have been defined in consultation with the Pro Vice Chancellor (Māori). The faculty office will consult with the Pro Vice Chancellor (Māori) to suggest the name of a facilitator who will be co-opted.

The role of the facilitator is to act as a liaison person between the candidate/whanau and the interviewing panel. The facilitator will assist the faculty office in setting up the interviews and will provide guidelines to protocol.

Interviews:

An extra 15-20 minutes should be allowed for each interview involving whānau. At the interview the facilitator will guide the welcoming of the whānau, instruct the interviewing panel as to proceedings and translate (where necessary). Members of the whānau will speak for the candidate – time allowed 10-15 minutes per candidate.

The whānau will then leave the room and the formal interview will take place. The facilitator only will remain for this part of the process but will not actively participate. After the candidate has left the room the chairperson of the interviewing panel will invite the facilitator to make further comment.

Decision Making:

The facilitator will normally then leave the interview room and will not participate in the final decision-making process. In cases where there is no Māori on the interviewing panel, members of the panel may agree that the facilitator should be invited to remain to clarify any matter that may arise during the final discussion.

Equity policies, guidelines and checklists

Professional Development