Tips For Applying

Applying for a role with the New Zealand Racing Board is easy. All of our available jobs can be found on our Current Vacancies page of this site or you can search for jobs here.

Even if you don't see a vacancy that interests you right away, we would still encourage you to register on our careers site and set up a profile.

Once you've seen a role that interests you and you've submitted an application, you'll receive an email from us to confirm we've received this. We always aim to process applications as quickly as possible and will keep you updated.

Your Application

To apply for a role with us you will need to provide both an up-to-date CV and cover letter. Your covering letter should outline your interest in the position and the relevant skills and experience you can bring to the role.

Your CV needs to include a fully up to date history of your employment, with the dates you were employed in each role, as well as a summary of your responsibilities and key achievements for each position. You also need to ensure it has your latest contact details.

Interview

Once we've reviewed all the applications we have received we will update you on the outcome of yours as soon as possible. If you have been shortlisted, you will be asked to attend an interview.

This is an opportunity for us to get a good understanding of you and your relevant skills and experience and of course for you to learn more about the role and us.

We will also want to hear about your interest in the role and what you know about the organisation, so we encourage you to research us in preparing for the interview. The New Zealand Racing Board website is a great place to start.

As part of our interview process, you'll be asked questions based on the required competencies for the role, as provided in the Position Description. These questions are referred to as 'Competency' or 'Behavioural' based and require you to provide specific examples of how you have demonstrated the required competencies in the past. You can prepare for these by reviewing the competencies in the position description and thinking of what you have done previously to demonstrate the competency, for your examples.

When answering these questions, you may find the 'STAR' technique useful:

  • Situation - describe the situation
  • Task - describe what you had to achieve
  • Action - describe what steps you took
  • Result - describe what the outcome was

If you don't understand one of our questions, just let us know and we'll try to explain it differently. We will be looking for recent examples, from your work experience where possible, though you can use examples from volunteer work, school/university or participation in community or sport groups if you need to.

We will just need one example for every competency question. Keep your answers specific to what you encountered and what you did rather than what your team did, and keep them concise. If we need more detail, we may ask more questions to probe a little further, such as "What lead up to that?" or "What exactly did you?" This is just to ensure we get all the information we need.

Assessment

We may need you to complete ability assessments and/or personality profiling. We use Human Resources and Industrial Organisational Psychology Solutions provider OPRA for this and, in many cases; this can be done online at a time that suits you.

For information on how to prepare for sitting an assessment see the link below to the OPRA site where you can even complete practice assessments https://www.opragroup.com/candidates/

Reference Checks

We will need to speak to at least two recent work related referees, including your current employer where possible. One of these must be someone you have reported to.

Final Steps

If you are the successful candidate, we'll make you a verbal offer and if you accept, we'll agree a start date and follow up with a formal offer in the mail.

A job offer is always subject to a satisfactory criminal history check with the Ministry of Justice and for some roles, a credit check with Veda Advantage. For safety sensitive roles a pre-employment drug and alcohol screen may be required. We always ask your consent before completing any of these.

Search Show all jobs
Not yet selected
Not yet selected
show advanced
My details