For an advertised position please complete the application form. Follow the application form link.
Zeumic welcomes applications in any discipline covering Admin, I.T and web at any time. Please note that positions may not be available however your application will be kept on record for consideration in future positions. Follow the application form link.Successful Applicants Selection for Zeumic is based on merit. From the applications received, a short-list is selected and these people are then interviewed by our recruitment officer. The aim is to identify the person whose skills, knowledge, personal qualities and experience best match the job requirements, as defined by the selection criteria.
The applicant should keep in mind that a range of factors may affect the time taken to fill jobs, such as the number of applications received, and when selection interviews can be arranged.
Generally, the steps involved in our application process include:
- advertisement and key selection criteria
- applications close
- applications assessed
- selection panel
- assessment of applicants
- selection made
- job offer made
- post-interview feedback
Advertisement and key selection criteria
Vacancies have a unique position number or job reference that you need to quote in your application. The job details and position description outline the responsibilities and the key selection criteria you must respond to. In case you need further details about the job or job application process please email [email protected]
You must submit your application by the closing date shown in the advertisement. Late applications may be accepted provided there are good reasons for the lateness, but this will be on a discretionary basis and you should not rely on it when planning your job application process.
Applications are only accepted by email.
The received applications are then assessed against the capability requirements and key selection criteria, then ranked and short-listed for interview by the manager and a selection panel.
Assessment of applicants
Short-listed applicants are invited for interview and questions are asked that test the person against the selection criteria. Behavioural interviewing techniques, ability tests, as well as written and oral tests or other assessments, may also be used in this part of the job application process. Referees may also be contacted at an appropriate time. Selection shall be solely on the basis of merit.
The panel shall make a recommendation as to the most suitable applicant. The recommended applicant is then considered and provisional appointment may be approved by the General Manager (or delegate).
Job offer made
Once remuneration, and terms and conditions are negotiated an agreed start date is decided. Final confirmation of the appointment is only made following successful completion of the probation period. Unsuccessful applicants are advised of the selection process outcomes after the successful applicant has been confirmed.
Upon request, a verbal post-interview feedback from the selection panel chairperson may be made available for unsuccessful job applicants.