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Applying for a role with SSE

What to expect

Whether you are starting a new career, seeking a change, or have expertise in a specific field, we offer a range of roles that might be the perfect fit for you. To ensure you’re fully prepared for the next step, we recommend taking some time to review your CV, reflect on your key achievements, and prepare competency-based answers that highlight your skills and experience. Researching the business unit you’ve applied to can also provide valuable insights and help you tailor your responses during the interview.

 

Our Process

Our process is straightforward and transparent. If you have any questions throughout the process, please feel free to reach out.

Application

Submit your application online, showcasing your skills and experience that align with the role.

Shortlisting

Our team reviews applications carefully to identify candidates who best match the role requirements.

Interviews

Engage with us in a structured interview process, where you’ll have the chance to demonstrate your abilities and learn more about the role.

Decision & Offer

We’ll keep you informed of our decision promptly, and if successful, we’ll extend an offer and guide you through the next steps.

 

Selection Methods

Our selection process is designed to help us get to know you while giving you a chance to showcase your skills and experience. Depending on the role, this may include assessments, interviews, or practical tasks. We aim to make the process as fair, inclusive, and transparent as possible, ensuring every candidate has the opportunity to shine. Really it's just about getting to know more about you and your suitability for the role. 

Interviews

The interview is a two-way process, which lets you decide if we’re the right employer for you and lets us decide whether you’re the right candidate for us.

Our interviews will be conducted either virtually or face to face and this will be made clear when you make a booking. All relevant details will be available to you via your online account.

The most common types of assessment and selection tools we use are listed below.

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We use questions which aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges. Also called behavioural or situational questions, they are often used in first interviews methods.

The interviewer will read through your CV and ask questions about different areas of your career history including education, work experience, professional memberships, training courses, and technical skills.

This type of interview assesses your technical ability for the role, and the depth and breadth of your knowledge in your chosen field. Technical interviews are also designed to assess your problem-solving skills, your communication skills, and your ability to think under pressure.

As part of an interview, we may ask you to create and deliver a presentation on a specific topic relevant to the role you have applied for. You are normally asked to prepare a short presentation including slides (usually PowerPoint). Information on the content will be issued to you in advance and the interview panel will conduct a Q&A afterwards, based on what you have presented

Assessment Centre

An Assessment Centre allows you to meet multiple representatives from SSE and possibly other candidates participating in the recruitment process. Typically conducted in person, it may also occur online. We employ a variety of exercises to evaluate your suitability for the role, especially when there are multiple vacancies.

The Assessment Centre generally features different assessments to showcase your strengths relevant to the position. Additionally, you may be asked to participate in tasks such as group discussions and interviews.

Detailed information on what to expect will be provided in advance of each step.

Online Testing

Depending on the role you are applying for, our recruitment process may also include online testing. Ability or situational judgement tests help us evaluate your skills, abilities, and behaviours against key attributes needed for our roles, and we recommend setting aside 30-45 minutes to complete them.

Psychometric tests measure cognitive ability, or behaviours and typically involve a series of multiple-choice questions under timed conditions. Personality tests, however, are usually not timed. It's common to administer different psychometric tests together; for instance, you might complete a situational judgement test followed by a numerical reasoning test.

 

Advice from Our Recruiters

At SSE, we want to see you succeed. That’s why our recruitment team has put together expert tips and insights to help you prepare for every step of the process. From perfecting your CV to acing competency-based interviews, this advice is designed to set you up for success and make the most of your opportunities with us.

 

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