Job vacancies

Working for the Kāpiti Coast District Council is not just a job.  It’s an opportunity to be part of a caring, dynamic and effective customer-focused team who make a positive difference in the community we serve.

At the Council, we understand that our success results from our talented and diverse workforce.  In every group and team you will find challenging projects and people dedicated to achieving community outcomes and the long term vision for the district. 

All complete applications are considered, with the aim of recruiting the very best person for the job.

To search for a job:

• Click on All Vacancies, to view current opportunities. 
• For more information on our recruitment process please read our Application Fact Sheet [PDF 178 KB]
• You must preferably be legally entitled to work in New Zealand. Please note that we are an accredited employer and welcome overseas applications.

Kāpiti Coast District Council is an Equal Employment Opportunity employer. Employment here is based solely upon an individual’s merit and qualifications for professional competence.

Application forms

This document must accompany every application submitted.

Our interviewing method

The Council uses behavioural interviewing techniques which involve questions about the past performance of the candidate based on the idea that the most accurate predictor of future performance is past performance in similar situations. The purpose of behavioural interviews (BEI) is to learn about your ability in key skills needed for the job. The competencies that are questioned align to those that appear in the job description, usually under key skills and attributes. Asking BEI questions allows the panel to hear about actual events in your past, what you did and what you learned from the situation and evaluate your experiences and behaviours to determine your potential for success in the role.

As a candidate, you should be equipped to answer the questions thoroughly. In the interview, your response needs to be specific and detailed. Candidates who tell the panel about particular situations that relate to each question will be far more effective and successful than those who respond in general terms. Ideally, you should briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome. Frame it using the S-T-A-R approach to interviewing:

It can be difficult to prepare for a behaviour-based interview because of the variety of possible behavioural questions you might be asked. The best way to prepare is to think about your experiences that can be adapted to answer the questions.

Some tips are listed below:

• identify around six examples from your past experience where you demonstrated top behaviours and skills that are necessary in the role you applied for.
• think in terms of examples that will allow you to show what you learnt.
• your examples may be positive, such as accomplishments or meeting goals or negative circumstances which have ended positively.
• vary your examples if you can and try not to take them all from just one experience.

In the interview, listen carefully to each question, and draw on an example that provides an appropriate description of how you demonstrated the desired behaviour. Do not be afraid to ask
for the question to be clarified or repeated.