Resume Submission
Resumes must be submitted in Microsoft Word or PDF format. Please submit only one document containing both your cover letter and resume.

Resumes may be sent via e-mail or to the mailing address indicated on the specific posting. Please indicate in both your resume and email the posting number and title of the position you are applying for or indicate "General Application" if applicable.

Applicants who apply via email will receive a confirmation e-mail indicating the application was received. Due to a high volume of applicants there will not be a confirmation sent to applicants using fax or the postal mail system.

We do appreciate your interest in Lockerbie and Hole and thank you for your application; however, only candidates that have been selected for interviewing will receive further correspondence.

Applications are received and held with confidentiality. Your application will only be used for employment purposes and may be shared with other Lockerbie and Hole departments and subsidiaries. Your inclusion of references in your application gives us permission to contact those listed during this application process.

Initial Screening Process
Applications are processed comparing the qualifications of the applicant to the qualifications of the posting.

The initial screening process may include either a telephone or face-to-face interview to determine a short list of candidates.

A second in-person interview may be established using the short list to further investigate the qualifications and skills match to the position.

Human Resources staff usually conducts initial interviews, which may or may not include operational staff. The second interview will include the hiring supervisor or manager.

Preparation
Human Resources staff usually conducts initial interviews, which may or may not include operational staff. The second interview will include the hiring supervisor or manager.

Before applying for a job, it is always advisable to research the organization to which you are offering your services. It helps you determine if the type of work, the company culture, and the working conditions will suit you.

During the interview, you will likely be asked to describe a specific situation from your past. To make a fair assessment of your actions in this situation, the interviewer needs to get a complete description of the circumstances, the actions you took, and the result of these actions. This structure is usually referred to as the STAR principle described further on. If you practice describing your past experiences according to this structure, your answers will flow more easily, and you will be less likely to leave out important information.

For your own preparation, write down a summary of the examples that highlight your skills, abilities and experiences, and review them periodically to refresh your memory. When you write your examples, try to structure them according to the STAR principle. Please note that candidates are NOT allowed to consult their preparatory materials during the course of the interview.

Conduct a practice interview with a friend. You can prepare interview questions from your previous experiences ("Tell me about a time when you had to..."). This will give you the opportunity to describe your past experiences orally and to get some feedback.

The STARS Approach

-S: What was the situation? Clearly and concisely set out the situation surrounding your example. Do not overdo it or the interviewer will prompt you to get to the point!

-T: What was the task you were called upon to do? What was your specific challenge? Try to keep referring to yourself. The interviewer wants to hear about your role in this situation.

-A: What action did you take? Again, talk about your contribution, what you actually did.

-R: What was the result? What did you accomplish? What did you learn? What would you do differently if given the chance?

Behavioural Based Interviewing
The formal face-to-face interview may contain questions that largely focus on gathering examples of how you have performed in the past in different situations. These questions are fairly general so that applicants from a variety of backgrounds are able to relate to, and describe, a pertinent situation. Here is an example of a question:

"Please give us a recent example of when you were required to demonstrate strong organizational skills." (Note:  this is only an example of a Behavioral Based interviewing question)

In your answer, you can refer to a situation in almost any kind of context (school, work, volunteering, sports, etc.); however, we do prefer a work related example unless it is for entry level positions. The interview may also contain questions presenting you with hypothetical situations. You will be asked to explain what you would do in those circumstances and the rationale behind your intended behaviour. The goal is to see if you possess the qualities identified as necessary to perform successfully in the particular position. For example, for a supervisory position you may be asked how you would handle an issue that deals with an employee's continual lateness.

The duration of the selection interview will vary from one applicant to another, but the average length is one to two hours. The length of the interview is not an indication of the candidate's success.

The interviewer's job is to gather the information required to make an informed decision regarding whether or not to recommend that you continue in the selection process. The interviewer will take a lot of notes throughout the interview. Consequently, you may not get as much eye contact as you would in a normal conversation. This extensive note-taking is for both your benefit and the interviewer's: he or she wants to capture your answers in as much detail as possible in order to give you a fair representation.

From time to time, the interviewer will ask you to clarify a point or to provide a more complete answer. For example, he or she might request further detail on your individual contribution to a project you described as an example of your most complicated project management situation. Interviewers ask these additional follow-up questions to obtain the most complete and accurate picture of your past experiences. Nearer to the end of the interview, you will have opportunities to ask questions about the position and the company and the position will be explained to you in more detail.

It is preferred that you bring with you to the interview a list of four work related references. The most current are always the best since they reflect your most recent experience and performance. Do not supply your current employer if you wish your application to be kept confidential. Your relationship and position to the reference should be noted i.e. direct supervisor, department head, team member, etc. Do not supply non-work related personal or character references.

Alcohol & Drug Testing
We are committed to providing a safe work environment for our employees. Safety sensitive construction sites are subject to our Company Alcohol and Drug Testing Policy. For many of our construction projects, owners require us to adhere to the "Canadian Model - Alcohol and Drug Guidelines" and "Work Rule, October, 2005", established by the Construction Owners Association of Alberta. This may include pre-access testing for drugs prior to being allowed to enter onto a construction site.