Interview
Position:
DLC Member
Applicant:
Panel member:
Date
Process:
Pre questions checklist:
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Introduce yourself and panel
Offer tea/coffee/water
Congratulate applicant for coming this far and thank them for taking time to come and
meet you
Interview process
Compulsory Conflict of interest question:
Can you confirm that there is no potential, perceived or an actual conflict of interest between
any current professional or private interests you may have and Auckland Council? (e.g. do
you or a family member have a private business that does or potentially may do business with
Auckland Council?)
CV Questions & warm-up:
Briefly ask any questions relating to their general work background and experience from their
CV, and cover off anything you are unclear on in their CV.
What is your understanding of the DLC committees and members?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What attracted you to apply for this position?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What are the key strengths you will bring to this role?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What do you think will be the key challenges in this role?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What is your understanding of the Sale and Supply of Alcohol Act and its purpose?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Tell us more about your experience with Alcohol Licensing.
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What are your personal views on Alcohol Licensing?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
What is your understanding of the principles of the Treaty of Waitangi, and how may those principles
influence your decision making?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Interview questions
Can you tell me about the most challenging committee/board decision making process you have been
involved in?
What was your role?
What factors did you consider?
What were the risks?
What was the outcome?
What was the regional impact? What was the local impact?
How did you address being challenged on perceived bias or pre-determined outcomes?
Situation / task
Action
Result
Follow up questions for motivational fit:
How satisfied / dissatisfied were you? How did you feel?
What did you like or dislike?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Interview questions
Can you give me an example of your involvement in your local community?
What were the circumstances surrounding…
Describe your specific role.
Exactly what did you do?
Walk me through the steps you took
What was the result?
What feedback did you receive?
Situation / task
Action
Result
Follow up questions for motivational fit:
How satisfied / dissatisfied were you? How did you feel?
What did you like or dislike?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Interview questions
Can you tell me about a time you were involved in a decision making process with multiple
stakeholders with differing views?
What was the situation?
How did you approach this?
What was challenging?
What did you do?
What was the end result?
Situation / task
Action
Result
Follow up questions for motivational fit:
How satisfied / dissatisfied were you? How did you feel?
What did you like or dislike?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Interview questions
If you were on the panel of a hearing in a different community what factors will you take into account?
What will be your approach?
Not Demonstrated
Some Evidence
Good Evidence
Strong Evidence
0
1
2
3
Additional Questions (as required)
Please can you confirm the time you are able to commit to the DLC
Post questions:
Ask candidate if they have any questions
Interview close
Confirm candidate availability to start (expected notice period)
Confirm salary expectation
Confirm eligibility to work in NZ
Confirm referee details on CV. We will tell candidate of our intention to contact referees
Reiterate recruitment process and timeframe, when we will be getting back to them
Close interview
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Post interview instructions
Rate candidate on each competency using the following rating key:
Not demonstrated evidence of the competency
Some Evidence – Poor or Marginal evidence of the competency
Good Evidence - Acceptable level of competency evident relative to the role and most of the
indicators are covered
Strong Evidence - Outstanding examples that provide evidence for all aspects of the
competency
When rating consider the following:
 The relevance of the behavioural evidence to that competency.
 If an applicant performs poorly on one competency, do not penalise them on the other
competencies unless the evidence is directly relevant.
 How much evidence you have for that competency.
 How recent the examples of behaviour are.
 How the candidate performed against the competency NOT against other candidates.
For each competency the interviewers should discuss jointly what the rating should be.
Applicant’s ratings. If you believe some competencies weight more heavily than others for
the role – consider this in your overall assessment. In your decision, it can assist justification
for not taking an applicant further if they have rated poorly on a highly weighted competency.
Assess each competency and decide overall if the applicant is suitable for the role.
PLEASE DO NOT DESTROY YOUR INTERVIEW NOTES – all must be kept
in records with the Recruitment Centre to fit in with Public Records
requirements.