Hiring philosophy

Enerflex has a commitment to, and practices a philosophy of, employing individuals based on their training, experience and overall qualifications to perform competent, rewarding work for both the Company and the individual.  Positions are awarded on a competitive basis according to bona fide job requirements.  Enerflex will employ the best qualified available candidate for each position from either within the Company or externally.

Posted positions

All resumes received for a posted position are reviewed by Human Resources to assess applicant qualifications.  Suitable applicant resumes are forwarded to the hiring manager for review and may be used by other Enerflex employees with hiring-related duties. Upon review of the resume, the manager or Human Resources representative may contact applicants for additional information.  If the applicant appears to be a good match for the position, they will typically be contacted within one to three weeks of the closing date to arrange an interview. 

Unsolicited resumes

All unsolicited resumes (rather than applying for a posted position) are reviewed by Human Resources.  Suitable applicant resumes are forwarded to applicable managers for review and consideration. 

All resumes received (unsolicited or posted) are retained for a period of up to 6 months, in case a suitable opportunity opens up during that period.  By submitting your application to Enerflex, you are consenting to the collection, use and disclosure of your personal information, as per our Privacy Policy.  All personal information collected during the hiring process will be collected, used and disclosed in accordance with our Privacy Policy.

What to expect during an interview:

• Interviews are normally conducted by the hiring manager and may include a Human Resources representative and/or team members from the business unit;
• Behavior based questions will be asked that will draw on an applicant’s examples from current or past work experiences.   Research has shown that the best predictor of future behaviour is past behaviour.  Candidates should be prepared to give specific examples of how they have operated or behaved in similar situations to the position for which they are being interviewed;
• Additional questions will be asked to confirm your education, experience, and skills needed to successfully do the job;
• Candidates may be interviewed by a group or panel, which is typically made up of the hiring manager or supervisor, a Human Resources professional, and one or more panel members who will be a co-worker, team member or someone from another department that the candidate may be interacting with frequently;
• Candidates may be invited back for a second interview with some of the same individuals and/or to meet with other Enerflex stakeholders; and
• Reference checks are conducted on all new hires.  Candidates may be asked to provide a minimum of three work-related references consisting of their current supervisor, as well as previous supervisor(s) or other key stakeholders.

Pre-employment testing and background checks

• Potential new hires may be subject to credit and criminal records checks, and /or applicable pre-employment physical capability testing, where it is considered to be a bona fide occupational requirement for the position. 

Good Luck!  Although we thank all applicants for their interest in Enerflex, only those being considered for an interview will be contacted.