Wondering how to apply for the ScottishPower Engineering Foundation Programme? When the programme is open, there will be an online application form available on the apply now page.
If your application is successful, you’ll be invited to complete a number of stages within our recruitment process:
- Stage 1 - Online Application
- Stage 2 - Online Occupational Ability Tests
- Stage 3 - Competency Based Interview
- Stage 4 - Pre-employment Screening
What will the different tests involve?
The occupational ability tests used for the Apprenticeship Scheme fall into three categories:
Technical understanding: Measures the ability to understand written passages containing the type of material typically found in technical settings.
Numerical tests: Measures simple reasoning skills with numbers, including understanding, reasoning and identifying shortcuts to reach solutions.
Mechanical comprehension: Measures the understanding of basic mechanical principles, as applied to devices such as pulleys, gears and levers.
To help us find people who can help us make a difference, we use competency-based interviewing. It’s simply a means of interviewing based on the premise that your past performance is an excellent indicator of your future performance.
The interview is structured in such a way that you will be asked for specific examples in support of the role’s key competencies. The questions are very much in the format of "Can you give me an example of..."
While you’re giving your answer, the interviewer will record what you say to assist in the process of evaluation after the interview is concluded. But don’t be put off by the note-taking. We do it for everyone.
The competencies examined during your interview will be taken from the following areas:
- Achieving results and continuous improvement
- Communicating and influencing
- Customer focus
- Flexibility and globalisation
- Global view of the business
- Innovation and creativity
- Team work
Answering the questions
The interview is built around competencies that we believe are key to an individual successfully undertaking the role.
A variety of questions have been prepared that are designed to find out if the candidate has performed successfully in previous situations similar to those they will encounter in the position for which they are being interviewed.
The interviewer is looking for actions taken and results. They’re not just looking for an activity list. So make sure you mention specific names, dates, places, the outcome and especially what your role was in achieving that outcome.
Interview hints and tips
- DON’T give general examples.
- DO give specific examples and explain what you did in the situation.
- The interviewer will examine your examples in more detail, asking a series of probing questions. In view of this, it’s important to use good, solid examples which you are able to recall as much detail about as possible.
- It’s perfectly acceptable to use examples from your personal life, as well as from your professional activities.
- It’s vital that you’re prepared and have considered the competencies and suitable examples before your actual interview.
- Think through any questions you may have. You’ll be given an opportunity to ask questions at the end of the interview.
Pre-employment suitability screening
All successful candidates will undergo pre-employment suitability screening that will include drug and alcohol screening.