Application process

When you see a role advertised either on our website or on SEEK, to ensure you have the best chance of making the shortlist, we require some clear information from you.

Make sure your CV is up to date and lists all the roles you have held and the experiences you have gained in these roles. This helps us make an accurate assessment of your suitability for the role you have applied for.

You also need to provide us with a covering letter which explains why you are applying for the role and what qualities and attributes you have that will help us decide if you are right for the role. We get a lot of applications for each role and it is much easier to shortlist from applications that provide a good level of detail and show that you have given some thought to the role and whether it is a good one for you. Please ensure you provide us with up to date contact information so if you are successful in getting shortlisted for the role, we are able to contact you easily. You need to complete the Application for Employment Form and submit with your application:

Application for employment form

You can either email your application to jan.bott@aswilcox.co.nz or post it to us. However, email is the better option as this allows for a prompt reply from us and you are then sure that your application has been received. We will acknowledge all applications. However, because of the volume of applications for some roles, it may take up to 10 days for us to contact you again to advise whether you have been shortlisted for a first interview.

If you are shortlisted for interview, you will be contacted by phone to arrange a date and time. Confirmation will be followed up with an email. Generally the first interview, depending on the role, will take up to 45 minutes. You will be interviewed by the Manager of the area in which the vacancy exists as we as one other person, sometimes the HR Manager and sometimes another senior person in the department. The interviews are usually structured to find out what you know about Wilcox and then some questions from us about you, your experiences, roles you have had etc. Some roles will require a second interview and this is usually with the Manager again and perhaps the Senior Manager for that area.

It is very important for us to recruit people who are a good “fit” for Wilcox. This sometimes does not mean the person with the best technical ability, but a person who has a mix of good technical knowledge and experience relevant to the role, but also a person who will fit with our Values and culture. At a second interview, you will usually be given the opportunity to have a look at the area in which you may work and also meet some of your potential colleagues. For more senior roles you may be asked to come out for a third visit to the company so that you can meet members of the senior management team. While these all take time, it is important for both you and us that a good recruitment decision is made – these are often long term relationships for Wilcox.

Reference checks are an important part of our recruitment process. We do understand that contacting your current employer may not be possible for a variety of reasons. Before your second interview we will want to have done at least one of your reference checks so we ask that you ensure you have advise your nominated referees that they may get a call from us to talk about you and your experiences.

We are a drug and alcohol free site. Pre employment drug screens are done for all prospective new employees at Wilcox. You will not be asked to undergo a drug screen until we are fairly sure that we want to employ you. Drug screening is only carried out as part of us ensuring that Wilcox is a safe place to work for every one of our employees. Random testing is also a part of our health and safety programme for all employees. Any offer of employment is subject to returning a negative drug screen.

If you are unsuccessful in your application for a role, you will be advised after the shortlisting process has been completed. If you are successful in being shortlisted, have an interview and are unsuccessful but we would still like to employ you in the future, we will ask you whether you would be willing for us to keep your CV on file for up to 6 months and consider you for other roles that may come available. You are able to withdraw your consent at any time.

  • Hit enter to search