Bord Gáis Networks UCC 29.05.2014. 2 Agenda Who are Bord Gáis Networks? What are we doing to be more accessible? How do we recruit? BGN Recruitment Process.

Bord Gáis Networks

UCC 29.05.2014

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Agenda

• Who are Bord Gáis Networks?

• What are we doing to be more accessible?

• How do we recruit?• BGN Recruitment Process

• Competency based Recruitment

• How are competency based interviews conducted?

• How to prepare for a competency based interview including CV preparation

• Our impact on the community

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Bord Gáis Networks The Bord Gáis network includes:

• An Interconnector System linking Ireland to the UK & Continental gas markets and providing 93% of Ireland’s gas;

• 2,467km Transmission pipeline network;

• 11,218km Distribution pipeline network.

• Networks transports 53,000,000MWh p.a. to more than 670,000 gas users in Ireland in 160 population centres within 19 counties for 16 Gas Shippers

• Gas is used to generate 46% of Ireland’s electricity.

• Networks responds to more than 19,000 reported gas escapes annually with an average response time of 27 minutes.

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The Bord Gáis Networks Journey

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Our commitment to Accessibility

Bord Gáis Networks, through our values, customer care and HR practices reflect our commitment to equality, inclusion, diversity and accessibility.  We are dedicated to ensuring that such commitments are constant drivers in our culture, business strategy, operations and as an employer.

Business Working Responsibly Mark

In 2013 Bord Gáis Networks was awarded the Business Working Responsibly Mark – Ireland’s only certification for responsible and sustainable business practices.

Equality, diversity and inclusion features in assessment process for the Mark.

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What’s our Accessibility Programme About?

● Ensuring our business is accessible to all

● Additional focus on the needs of people with a disability, older people and vulnerable people

● Continuous improvement of accessibility (our information and services, place of work and facilities)

● Supporting our business to be more inclusive

● Providing work placement opportunities

● Changing mindsets

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Who’s involved....● Access Officers x 2

● Customer Care Manager and Corporate Responsibility Manager

● Providing support to customers and consumers in gaining access to information and services

● Accessibility Champions embedded in the business ● 6 across key areas of the business including business partner Fexco

● Identifying accessibility issues and acting as a point of contact for staff seeking guidance on matters relating to accessibility

● Support provided by NDA and Kanchi

● Accessibility Programme in Place (est. 2010)● Led by Corporate Responsibility Manager and representatives from HR, Facilities,

Customer Care, Safety and Operations

● Directly relates to our Responsibility Programme

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What’s Next......

● Rebrand communications ● Focussing on key messaging on safety getting through to all

audiences – particularly vulnerable people

● Website refresh – making it more accessible!

● Community Programmes

● Accessibility audit of our NSC building (BREAM Rating Excellent- built 2011)

● BWR Recertification 2015 – progressing equality and diversity further

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BGN Recruitment Process

Main objectives of our recruitment process:

• Bord Gáis Networks is committed to equality of opportunity in its employment practices. No applicant for Bord Gáis Networks employment, whether internal or external, will receive less favourable treatment than any other applicant on any of the grounds of discrimination set out in Irish legislation, or will be disadvantaged by conditions or requirements that are not relevant to the job.

• Ensure talent and abilities of employees are fully utilised and they have opportunity to avail of promotional and career development prospects

• Positions are advertised on our web site:

http://www.bordgaisnetworks.ie/en-IE/About-Us/Careers/Vacancies/

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What is a Competency based interview?

• Focus on particular skills/competencies relevant to the role

• Provide specific examples of how you’ve used your skills to meet similar needs in the past

Past behaviour predicts future behaviour

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STAR

What situation did you face?

What were you required to

do?

What was the result?

What action did you take?

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What the interviewer is looking for?

• Knowledge –What people know?

• Experience –What people have done?

• Competency –What people can do?

• Personal attribute/motivation – Who people are?

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Prepare for the interview

Match your skills, abilities, and motivations with the job's requirements.

• Sketch a profile of the job, then compare that against what you have to offer and what you need.

• Focus on the areas in which you are a strong match for the job in your interview

• Pinpoint gaps in your skills or experience and think about how you can compensate for the lack of a certain skill

• Emphasise your most recent examples at work or in community or volunteer work

• Take the time to write down your STARs so you’ll recall them easily during the interview

• Identify your strongest examples/achievements so you’ll be sure to cover them in the interview

• Ensure you can recall all the details of your CV

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