What does it really take to land a job with New Zealand’s flag carrier and start a career at an airline that flies across the Pacific Rim, North America, the UK and South America?
This introduction maps the full pathway candidates follow, from the official careers portal to final pre-employment checks. It explains why safety, service and Kiwi culture shape interviews and assessments.
Candidates learn which roles are open beyond cabin crew, typical timelines of about three to six weeks, and what tests and interviews to expect, including cognitive and personality assessments. It also flags the four-week training block for cabin roles so applicants can plan ahead.
Practical tips show where to start and why walk-ins or email applications rarely work. The aim is to reduce uncertainty and help job seekers present themselves in ways that match company values and customer expectations.
What candidates can expect right now in New Zealand’s airline job market
Candidates should expect steady hiring that follows flight volumes and customer demand. air new zealand currently lists roles across operations, cabin crew, pilots, engineering, corporate and digital innovation.
Typical timelines run about three to six weeks from application to offer. Applicants should allow time for aptitude tests, assessments and behaviour-based interview stages that probe safety and service focus.
The company values curiosity, adaptability and learning agility. Job seekers who highlight problem-solving, quick learning and examples of optimism or courage stand out during assessments and interviews.
Many customer-facing roles test conflict resolution and communication under pressure. Candidates can prepare by framing examples with the STAR method and by monitoring the careers site for openings.
Eligibility checklist and documents to prepare before you apply
Start by checking mandatory qualifications and documents so your application won’t be screened out early. Candidates for cabin roles must be at least 18 years old and hold permanent right to live and work in New Zealand or be an Australian citizen.
Measure physical criteria before you apply: height between 160–185 cm and a successful arm-reach test are required for safe access to cabin equipment. Applicants should also be able to swim 50 meters unaided and tread water for at least one minute.
Gather key documents: a valid passport, a current first-aid certificate, and an optometrist’s report if glasses or contacts are used. Prepare evidence of at least 18 months’ customer-facing experience and three years of secondary schooling or equivalent.
Be ready for pre-employment checks: medical, reference, and security screening. Review uniform and grooming standards and have referees informed to speed up the application. For non-cabin roles, confirm any role-specific certifications in advance.
Step-by-step: Applying online through Air New Zealand’s careers portal
Begin your online application by visiting the official careers portal and creating a candidate profile. Use the Careers menu to find Cabin Crew (Discover) or other positions, then run a job search to locate current listings.
Open a listing with “View Job Listing” and click “Apply.” Create an account, upload a tailored CV and cover letter, and complete every prompt. Emphasize customer service, safety, and role-specific skills in attachments and answers.
Only portal submissions are accepted; email applications and walk-ins are not considered. Track updates through your profile. Candidates who meet minimums may be invited to a recruitment event, phone screen, or formal interview.
Answer screening questions clearly and use the STAR approach for behavioural questions. Keep availability current, double-check cabin details like height and swimming, and save confirmation emails or reference numbers for follow-up.
From recruitment event to interview: how assessment days typically run
Invite-only assessment events compress several rounds into one day of practical tasks and interviews. Candidates check in, meet recruiters and hiring managers, and often hear from current crew about on-the-job realities.
A mix of group activities follows. Assessors watch teamwork, communication and service focus as candidates solve short, timed challenges.
Shortlisted people then face a formal behavioral interview. Interviewers expect structured answers using STAR to show problem-solving, learning and resilience.
For cabin applicants, basic physical checks and role-play simulations are common. These tests reflect real safety tasks in new zealand cabin work.
Bring ID, be punctual, and dress professionally. Ask clear questions about training and support to show engagement.
The day evaluates both skills and mindset. Candidates who listen well, include others and keep a safety-first service focus make the strongest impression at a zealand recruitment event.
Culture, values, and behaviors Air New Zealand screens for
Hiring teams look for people who live the airline’s values every day, not just on their CV.
Recruiters test for safety-first thinking and a strong customer focus. They want examples that show service without cutting corners on compliance.
Interview questions probe adaptability, courage, curiosity and teamwork. Candidates should describe times they co-created solutions with diverse colleagues and kept calm under pressure.
Personality inventories check consistency between answers and behavior. Authentic responses win more than trying to guess ideal traits.
Hiring panels seek evidence of leadership potential, communication skills, and empathy. Use the STAR method to show how experience improved customer outcomes or safety metrics.
The company offers benefits like health cover, family leave and travel discounts. Mentioning engagement with development opportunities shows long-term fit for a cabin or crew role.
*You will stay on the same site.
Timelines, outcomes, and what happens after interviews and tests
After interviews, timing and follow-up shape whether an offer arrives quickly or after weeks of checks. Typical time from application to outcome sits between three and six weeks for many roles at air new zealand.
Candidates will receive invitations to online tests. Expect a PI cognitive test (50 questions in 12 minutes, scored ~100–450) and Hudson-style items with about 90 seconds per question. Practice these formats to improve speed with numbers and logic.
Personality and situational judgment tests are usually untimed. Honest, consistent answers show working style and fit. Assessment centres may add physical checks and cabin simulations for new zealand cabin applicants.
Successful outcomes move to pre-employment checks: medical, reference and security clearance. Keep documents and referees ready to speed this stage. Onboarding for zealand cabin crew includes a four-week training block covering safety and service.
If not selected, ask for feedback if available, polish examples and practice tests, and try again. While waiting, candidates should keep skills current and stay ready for quick follow-up questions from hiring teams.
Your next move toward a career with Air New Zealand
Take a practical next step by creating a candidate profile on careers.airnewzealand.co.nz and setting alerts for roles that suit your service strengths.
Assemble eligibility documents now—passport, first-aid certificate, right-to-work evidence and any vision reports—to speed your application.
Practice PI and Hudson-style cognitive tests and draft STAR stories that highlight safety judgment, customer impact and teamwork. These steps raise the chance of a timely offer.
For cabin roles, check height, reach and swimming ability early. Review benefits like health cover, leave and travel discounts when weighing a career at air new zealand.
Submit your application, follow up professionally, and use each stage to ask clear questions about coaching and performance so the crew can succeed from day one.
