Aker Solutions is a worldwide provider of services, products, and systems for the oil and gas industry. They have around 14,000 employees in over 50 locations. Their expertise in technology and partnerships ensure their success. As an Aker Solutions employee, individuals will develop their skills and achieve their career goals. They are given the ability to gain knowledge in fields such as engineering, accounting, management, and craftsmanship.
An outline of the Aker Solutions recruitment process is detailed below:
Applicants who are students or graduates interested in the Aker Solutions internship opportunities can find various available positions. These programs allow them to gain experience as an Aker Solutions trainee, learning how to be engineers and management professionals. Job seekers applying for a long-term position are offered opportunities in countries such as North America, the United Kingdom and India. Candidates can also apply for the International Talent Program, which is a universal program that focuses on a particular location at first.
Application: Starting the Aker Solutions application process can be achieved by completing an online form and submitting your CV. You can also apply with a campus recruiter, or through an employee referral.
Telephone Interview: An HR recruiter may at first call you over the phone for the initial interview stage. These phone conversations are used to screen out unsuitable applicants by evaluating their work experience and character traits as well.
In-Person Interview: For the following employment stage, you may be invited to come in for face-to-face meetings, either held by a panel of employers or one interviewer.
Assessment Centre: The interview process may also include an Aker Solutions assessment centre day, which is conducted in a group setting with other applicants. Exercises, group discussions, presentations, and case-studies may all be performed during this day.
Tests: Psychometric entrance exams may be required as part of the assessment process since they assess your cognitive abilities. These tests measure your numerical, verbal, and abstract reasoning aptitude.
CEB's SHL aptitude exams can be taken as verify assessments, such as the numerical, verbal, inductive, and deductive reasoning tests. The verbal reasoning test examines one’s instruction-following and verbal comprehension ability. The numerical tests are created to determine how well candidates make decisions based on their statistical and numerical knowledge based on the given forms of graphs and charts. The inductive/logical reasoning tests can be applied to applicants interested in graduate, managerial, and executive positions. Test-takers will be asked to choose figures and shapes that they think are related. Deductive reasoning tests typically assess the ability to use a general statement to form a specific conclusion - you can learn more about deductive logical thinking tests here.
CEB SHL behavioural and personality assessments include the Personality Questionnaire (OPQ32) and the Situational Judgement Test (SJT). The OPQ32 evaluates specific personality traits and is categorized by candidates’ relationships with others, thinking style, and emotions. The SJT displays possible work-related situations which are applicable to the job being applied for and gives several possible responses. Applicants’ replies are compared against model reactions and measured by how well they manage objectives, manage people, and their corporate management abilities.
The interview procedure starts right when candidates are called over the phone for a short conversation about the available job and the applicants’ skills and requirements. Such interviews occur with a single interviewer or panel, depending on the seniority of the position. Start preparing for these interviews by coming fully prepared to answer interview questions based on technical and behavioural approaches. This ensures that the most well-suited applicants are chosen.
Some interview questions which may come up are:
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