Next steps


Once the vacancy has closed, we will review all applications. Candidates will be shortlisted by matching the applicants’ key competencies, qualifications, skills, experience, knowledge and other attributes against those required for the role. The shortlisting process can take up to one or two weeks.

You may receive a phone call to request information such as your availability, special position requirements (e.g. flexibility with travel requirements), and other preliminary information.

If you are shortlisted, you will receive a phone call inviting you for an interview. If you haven’t heard from us within three weeks of the closing date, please contact the recruiting manager.

If you are not shortlisted, we will notify you by email as soon as possible after the shortlist has been established.


Interviews at Te Kura are competency-based behavioural interviews. A behavioural interview is a type of interview that requires you to describe a particular situation in your work or personal life. A typical behavioural interview question generally starts with: 'Tell me about a time when you ...' or 'Describe a circumstance when you were faced with a problem related to ...'.

In addition, you may also be asked to make a brief presentation on a specific topic. Should you be required to present, you will be provided with sufficient notice prior to the interview.

In some instances, a second interview may be required. During this time, the candidate meets a group of staff members from the team. This is generally less formal than the first interview.

Equal employment opportunities

Te Kura is committed to promoting and supporting the principles of equal employment opportunities.

If you are invited to attend an interview, you are welcome to bring a whānau support person. The decision to bring a support person is entirely up to you. If you decide to bring a support person, please let us know prior to the interview.

Psychometric and other assessments

For most of our positions, you may be required to complete a psychometric assessment before or after your scheduled interview. The psychometric testing could include a personality questionnaire to give us a general picture of your preferences and interests, and cognitive testing, which measures your aptitude and ability in verbal, numerical and abstract reasoning.  

You may also be asked to undertake work tests to assess your skills and abilities using technology.

During the early stage of the selection process, you may be asked for a variety of other information. For example, as a teacher, you may be asked to provide a video of a lesson you have taken, a video clip of an interaction with a student or a portfolio of your work.

Any results of testing done as part of the recruitment process are confidential to you and those involved in the recruitment process.

Reference checks and other pre-employment checks


As part of your application, we will request you to provide the names and contact details of your referees. Under our obligations to the Privacy Act 1993, we will ask you to confirm if you are happy for us to contact your referees.

Police vetting

The Education Act 1989 requires all school employees to undergo a police vet regardless of whether they have contact with students or not.

The Vulnerable Children Act 2014 requires Te Kura to carry out ‘safety checks’ for all employees and contractors who work with children.

All successful candidates must comply with these provisions by providing authenticated evidence of identity and a satisfactory police vet. If the police report discloses any convictions that in the school’s view impact on your ability to undertake the role, the appointment process may be stopped or your employment ended.

Eligibility to work in New Zealand

Any offer is subject to the satisfactory completion of all requirements including evidence of eligibility to work in New Zealand. Applicants must be legally entitled to work in New Zealand at the time their application was submitted.

Teacher registration

All teachers employed at Te Kura must have a current practising certificate.

Salary assessment for teachers

If you have not taught in a New Zealand state school in the last two years, you will need to have your salary assessed. Visit the Novopay website for more information about this.


After the interviews are held, assessments completed, and the reference and pre-employment checks conducted, the successful candidate will be contacted. A letter of offer and employment pack is then sent.

Unsuccessful candidates will be contacted either by phone call or email as soon as a decision has been made.