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MSD has a COVID-19 vaccination policy that encourages, but does not require, employees to be fully vaccinated for COVID-19 and its variants, unless the role is identified as requiring vaccination at the time.

How to apply

We welcome applications from talented people who are committed to making a positive and lasting difference in the lives of New Zealanders.

We want to help you be as prepared as possible and at ease with our application process. The process varies depending on the role you are applying for and detailed instructions will be included in the job advert. General information is provided below, but please get in touch with our friendly team at if you have further questions.

Internal Applicants: If you are currently working for MSD please apply internally through myHR to ensure you're correctly identified as an internal applicant. This will give you access to roles marked for "Internal Applicants Only".

Your Application

We want to understand why you’re interested in the role, and our organisation. Keep in mind the skills and abilities outlined in the advertisement and position description when you write your application.

You will need to provide a curriculum vitae (CV) which summarises the skills, experience and qualifications you have that are relevant to the position you’re applying for. Carefully review the key selection criteria in the position description and ensure your CV shows how you meet these criteria.

For each position you've held, include a summary of your responsibilities and the results and achievements from your recent positions. Your work history may include both paid and unpaid work.

The Careers NZ website has useful tips and tools to help you with:

preparing your CV and completing an application form

preparing for a job interview

A cover letter gives you the opportunity to tell us about your interest in the role and highlight your key achievements to date, relevant to the role.

The selection process

What you can expect from us

We'll email you to let you know we’ve received your application. We try to move through the selection process as quickly as possible. If there is likely to be a delay, we will let you know, as we realise that your future plans may be affected.


After the closing date, the selection panel will review all applications against the position requirements and make a shortlist. If you’re shortlisted, you’ll be invited to an interview with the selection panel.


The competency-based interview gives you an opportunity to tell us how your experience and achievements fit with the required capabilities. We'll evaluate you against the job criteria, based on the experience and achievements you outline.

This information and your application will then be used to determine your overall suitability and fit for the role. The interview also provides an opportunity for you to find out more about the role and MSD so we welcome any questions you may have for the panel.

Work sampling

Depending on the role, we might ask you to do a work sample exercise during the interview. This would involve you performing some type of work task that relates to an aspect of the role – like a computer-based practical exercise, role play or presentation. 

Ability testing and personality questionnaire

Depending on the type of role advertised, ability testing or personality questionnaires may be used as part of the selection process. We’ll discuss this with you before asking you to complete a test.  

  • Aptitude and ability tests are designed to assess abilities relevant to the role. 
  • Personality questionnaires may be used to help assess how someone might behave and perform in the role applied for. 

Results will be considered along with other information including your application and interview.

You can receive feedback on the results of any tests you complete if you wish.

Referee checks

If you are the preferred candidate, we’ll contact your nominated referees and ask for their thoughts on your performance, work habits and suitability for the role applied for.  One of the referees should be your current manager. If this isn't possible we will need to know why and ask you to provide us with an alternative.

Background and safety checks

Background and safety checking is a very important part of our recruitment and selection process.  Many of our people work directly or indirectly with vulnerable people.  Others have access to systems and information that are confidential or enable us to manage resources on behalf of the Crown. This means we need to verify the honesty, integrity and trustworthiness of our people.