So you want to come and work with us at Coca-Cola Amatil (New Zealand)?
Fair enough, why wouldn't you?
So you understand what you are getting yourself into as you embark on this journey in search of CCANZ employment we thought we'd give you the run down on the process itself, the different steps, timeframes and a few tips and tricks to make the journey a bit quicker and more successful.
So you've seen your dream job or something like it and you've decided to take the plunge and apply. Fantastic. Fill in the details and you'll be attached to the job. Make a note of the close date on the advert. This will give you an idea of when you can expect a response from us. We try to screen all applicants within a couple of days of the role closing. Depending on the role it might take a bit longer (we can get up to 500 applicants for a role!) but you should know where you stand by about 4 days after the job closes. From here you will get an email outlining whether you are through the first round of screening or not. Don't worry if it doesn't go well the first time around, some people take five or six applications before the right role comes up and they get into CCANZ. Remember, we advertise all of our roles internally as well so you will generally be up against people already working for us.
You've made the shortlist! Hurrah! What does this mean? Good question. Basically what this means is that you have been selected from all of the initial applicants as someone that might just have what we are looking for. Generally, shortlists have about 8-10 candidates. These are the folk that we (the recruitment team) want to put in front of the hiring manager because they match some or all of the criteria we need for that particular role. From here the list is cut in half and we approach or top 3-5 candidates to get them in for an interview..
First Interview. Nervous? You shouldn't be, we're nice people. The first interview will generally look at a few aspects. First, we'll touch on what you know about us, and then we'll discuss the role you are applying for. After this we'll briefly go through your CV with you and follow that up with more detailed questions around the competencies required for that specific role. These competencies could be things like Coaching, Building Trust, Sales Disposition or Adaptability depending on the role you have applied for. The interview itself should take approximately 45-60 minutes and will likely be conducted by the hiring manager and a member of the recruitment team.
If you get through the interview the chances are that we are going to ask you to undertake some psychometric testing. Don't worry it's not as onerous as it sounds, there are no couches involved and we don't think you are crazy. All this is is an opportunity for us to understand how you think, what sort of team member, leader, sales person you might be. How you interact with others, handle pressure etc. As with all of these stages they are just a piece of the puzzle. These will be sent out via email and the results will come directly to the recruitment team.
Next step 2nd interviews, don't worry, not far to go now. These will vary from role to role but often hiring managers will use these to give you a good look at the role, the team and the environment etc. This is also an opportunity to meet the next level of management. Depending on the role you have applied for you might need to run through a scenario, do some job shadowing or present to an audience. Your recruiter will take you through all of the detail well ahead of the interview to make sure you feel prepared and ready to do your best. This is also when you will need to complete your Health and Safety form and declaration.
This is the bit where we have narrowed things down to one or two candidates for the role and we need to discuss your employment history with a past or present manager. Nothing to worry about, we just want to confirm a few things about the way you work. Ideally we need to talk to your current manager but we understand that you might not want to advise them at this stage of your plans to move on. We always look to complete two references so if you want we can leave your current one until we are pretty sure you're the one that we want. You're going to need to tell them at some point, they'll notice if you're not there.
Congratulations! Looks like you've got the job or at least we'd like to offer one to you. At offer stage you'll be contacted by either the recruiter or the hiring manager to discuss the terms your employment. You'll discuss salary, benefits, start date, all the things you need to clear up before you start in your new role. Once you've accepted, your details will be sent through to our Human Resources to generate your contract and kick off the HR relationship that'll continue throughout your time with CCANZ. That's it, job done, glad to have you aboard.
- First thing you need to do is make sure all of your registration details are up to date, we can't call you to give you a job if we've only got the phone number of your old flat.
- Make sure you read the ad a couple of times as well as the job description which is generally attached. Make a copy of these or download them to your PC as they won't be visible after the job has closed.
- Update your CV while you're at it to avoid that awkward conversation during the interview where you explain "Actually, I left there last March and now I'm somewhere else and I actually live in Mt Wellington now and...". Not only is it good for us to know exactly what you've been up to but it shows that the role means enough to you to make a bit of an effort in presenting your CV and cover letter.
- BE PREPARED!
- Seriously, be prepared. Make sure you have read the job description and you know what role you have applied for. Understand why you are there and what you can bring to the table.
- Do your research. Know who we are and what we do.
- Have examples. Think about the roles you've had in the past and the successes and failures within them. Have some stories that talk to your resilience, team work, innovation etc.
- For goodness sake, be on time. Traffic is not an excuse; neither is getting lost, going to the wrong office or daylight savings.
- Don't wind yourself up with nerves. After all, no one has died in an interview, we are nice understanding people, don't be scared.
- Have we mentioned BE PREPARED?
- Be honest. These tests have questions built in that indicate if you are telling us what you think we want to hear. Just be as open and honest as you can and it'll all be good.
- Make sure you are in a good space to complete the testing, literally and figuratively. Don't complete them with a child on one knee, the dog on the other while watching Shortland Street; we all know that's not going to end well. Take yourself off to a quiet room where you can focus your attention.
- Again, just make sure you are prepared for whomever you are meeting. Bring questions if you have them.
- If you have a criminal record and have got to this stage without disclosing it, now would be the time to speak up. We'll find out from the MOJ check and it's nice if there are no nasty surprises. Remember, just because you might have a record doesn't mean you are out of the running. Tell us up front and we can discuss it.
- Make sure you have advised your referees that you have given us their names. References always go better when it's not a surprise.
- It's sounds obvious but think of managers who you have worked well with and will happily give an honest account of your work. Don't choose managers who might hold a grudge with you for leaving or you ended on bad terms with.