Why are the questions on the application form asked?

Thank you for your interest in working for IHC. Please take some time to read this fact sheet. It will explain why the questions on the form are being asked, and will help you understand why we require this information. The sections below provide an explanation for each of the questions asked in the form.

1. Personal Details
IHC requires this information to ensure that there is an accurate record of your contact details on file. These will be used to contact you regarding your application. If you are offered employment this information will be stored on your personal file. If you are not successful the information will be destroyed. You must include a valid email address for us to contact you at. Please also give the number(s) where you would like to be contacted about your application or where a message can be left.

2. Eligibility to work in NZ
In accordance with Immigration New Zealand, we must ensure that all staff have a legal and valid right to work in New Zealand and for the organisation. If you have any doubts about your right to work in New Zealand, you must discuss this with us or contact Immigration New Zealand.

3. Start Date
Your starting time will not affect any decisions in regard to offers of employment but helps build a bigger picture for the recruitment and selection process.

4. Previously Employed
If you have worked for us previously or an associated organisation, it could lead to acknowledging experience in the field.

5. Drivers Licence
Some roles with us require all staff to have a full current drivers licence.

6. Languages
Communication is a key aspect of all positions.

7. Criminal Convictions
The application form asks you to tell us of any convictions for criminal offences that you have, or of any charges pending against you. A criminal conviction will not necessarily exclude you from being considered for a position. Certain convictions are of more concern (e.g. crimes of dishonesty), but it is important that you include all convictions, even those of a more minor nature and those that took place some time ago (except where you have had a record concealed under the Criminal Records (Clean Slate) Act 2004 – see below).

The Criminal Records (Clean Slate) Act 2004 came into effect on 29 November 2004. Under this legislation people with less serious convictions may have had their criminal records concealed if they meet the criteria under section 7 of the Act.

You must meet all of the criteria in section 7 of the Act before any conviction(s) can be concealed. The general criteria for obtaining the benefits of the ‘clean slate’ scheme are set out below:

You must have:

  • No convictions within the last 7 years; and
  • Not been convicted of a “specified offence” (e.g. sexual offending against children and young people or the mentally impaired – see interpretation section of the Act for a full list); and
  • Never been sentenced to a custodial sentence (e.g. imprisonment (including by way of home detention), corrective training, borstal) (including custodial sentences for fraud); and
  • Never been ordered by a Court during a criminal case to be detailed in a hospital or secure facility due to your mental condition, instead of being sentenced; and
  • Paid in full any fine, reparation or costs ordered by the Court in a criminal case; and
  • Never been indefinitely disqualified from driving under section 65 Land Transport Act 1998 or earlier equivalent provision.

If your criminal record has been concealed under this Act, you should answer “no” to the question “Do you have any criminal/traffic convictions or criminal charges pending?”

Please note: if you have applied for a role that predominantly involves the care and protection of a child or young person, an exception to the application of the clean slate legislation may apply under section 19(3) of the Criminal Records (Clean Slate) Act 2004. This can include all hires to positions that involve the care and protection of a child and/or work with or have exposure to families, children and young person’s and/or their records. If you are unsure, please check.

The information outlined above is a general overview of section 7. If you are not sure of the status of your criminal record, you can request a copy from the Privacy Assistant of the Ministry of Justice, consult the Act for full information and/or seek independent advice. You can also refer to the Ministry of Justice’s website for more information http://www.justice.govt.nz/privacy/clean-slate.html

8. Injury or Medical Conditions
Please let us know if you have had or have ever had a medical condition caused by an injury, illness, disability or gradual process that may be aggravated by the tasks of the vacancy you are applying for, or that may affect your ability to carry out the work of the vacancy you are applying for. It is important for us to know of any health issues or disability that you have that may affect how you perform aspects of the position you are applying for. Letting us know that you have or have had a medical condition or disability will not exclude you from being considered for the position.

9. Availability
Some roles within IHC require staff to be able to undertake a variety of shifts which may include weekend work. Please indicate the hours you are available to work. This will help us to build a bigger picture of what roles will suit you.

10. Work History
List your most recent job first and work backwards. You should include the start and end dates of the role, the company, your job title and your reason for leaving.

11. Courses/Qualifications
You should list your most recent qualifications first. Include formal education (school, university, polytechnic) and informal qualifications (extension courses, night classes etc).

It is also useful to list any training you have received e.g. short courses, writing or communication courses etc that might be relevant to the skills and competencies outlines in the Job Description.

12. Where did you hear about this job?
The information where you learn t about the job is for our records and for evaluating the success rate of advertising.

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