The recruitment process within SaskEnergy includes a variety of screening methods, such as interviews and assessments. The type of screening varies, depending on the level and type of job you are applying for. Our goal is to identify the candidate who is the best fit for the position.
There will be a selection committee made up of two or three people. At SaskEnergy, we use a behavioural focused interviewing format. Behavioural focused interviewing centres on specific examples from people's past experiences, which relate to how they will perform on the job in the future. The best predicator of future performance (behaviour) is past performance (behaviour) in similar situations.
Ask for clarification if you are unsure of how to answer a question. When responding to questions, the following points should be incorporated into your answer:
There is no right or wrong answer. The interviewer is trying to understand how you behaved in a certain situation.
Preparing for an Interview
Being well prepared for the interview aids you in appearing confident and knowledgeable. Here are some tips to help you prepare for your interview:
At SaskEnergy, we use a variety of tools to assist in determining who is most suited for the position. Aptitude testing, case studies or presentations may be used to assess your skills and abilities.