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Hiring Process

As you consider applying for a position at �԰ɵ���, we want to help take some of the guess work away by sharing some insight with you into our hiring process. Below are the steps in our hiring process. 

Step 1: Advertising the Position Vacancy

All �԰ɵ��� position vacancies are advertised on our . Candidates interested in being considered for a position posted on the �԰ɵ��� website must . Candidates must supply all required documentation (such as: cover letter, resume and references) and applications must be received prior to midnight on the closing date noted on the posting. 

Step 2: Pre-Screening and Shortlisting

�԰ɵ��� hiring managers review all applications that were received by the closing date on the posting. A shortlist is determined by assessing applications against the minimum requirements and noted competencies required to successfully perform the duties of the job. Only those individuals selected for an interview will be contacted.

Step 3: Interview Process

If you are shortlisted, you will be invited to an interview with a selection committee, which will consist of at least two �԰ɵ��� employees. The purpose of the interview is to learn more about your education, experience, skills and fit for the position, our team and the �԰ɵ���.

�԰ɵ��� will provide job applicants with accommodations in accordance with the Alberta Human Rights Code.  To request an accommodation, please email People & Culture. 

Interviews often follow a sequence designed to give you (the interviewee) and the interviewers the opportunity to observe and communicate with each other:

• The interview starts with introducing the selection committee members and reviewing details about the position.
• It’s the interviewer’s role to ask questions and your role to answer them. Expect to do most of the talking. You’ll be asked general questions about your background and experience and specific questions about your skills.
• You will be asked to provide examples of how you have performed in the past in certain job-related (competency) situations. Behavioural-based questions will almost always begin with “Tell me about a time …” or “Give me an example of …” or “Describe a situation in which …”
• Near the end of the interview, you will have an opportunity to ask questions.
• Be prepared to explain to the interview committee the working relationship you’ve had with the individuals identified as your reference. All candidates must provide three references who can speak about your recent work performance. At least two references must be individuals by whom you’ve been supervised. It is important to advise your references that someone from �԰ɵ��� may contact them through the interview process.  
• At the end of the interview the selection committee will explain hiring timelines.    
• Before or after the interview you may be asked to:
  • Provide evidence of your qualifications.
  • Complete a skills assessment to evaluate your aptitude or technical skills.

If You Are Unsuccessful With Your Application

At �԰ɵ���, we contact all candidates who have been interviewed to advise them whether they are the successful applicant. If you are advised you are not the successful applicant, this is your opportunity to ask the hiring manager for feedback that could help you prepare for future interviews. Don’t give up and keep applying for new positions at �԰ɵ��� that you determine fit your qualifications, when they arise.

Preparing For Your Interview

Congratulations! You have passed the screening stage and have been granted an interview. The following recommendations will help you to prepare for an interview. Please remember that these are only suggestions, and you should prepare in a way that works best for you:

• Familiarize yourself with the job description. Review the job posting and identify the main components of the job (for example: strong customer service background, strong project management background). The interview questions will be based on the main components outlined in the qualifications section.
• During the interview you can expect to be asked questions related to your education, experience, skills, interest in the position and knowledge of the organization.
• Most questions will be behavioural-based, which means you will be asked to provide the interview panel with specific examples based on your past experiences.
• When answering behavioural-based questions, keep in mind the STAR approach. Your answer should describe the Situation, Task, Action and Result.