Imperial guy here, lurker on this page - I see y'all are also miserable lol, but I think Imperial takes the crown by a long shot.
Anyways, I've been applying to Enbridge, without a reference since I don't know anyone, and so far I have been rejected on all 6 applications I did.
Is the only way in to know someone?
@2em the only thing that matters at a private equity managed is company is profit at all costs. Private equity would sell their first born and pi-p their wives for quarterly profit
The only thing working at a private equity managed company gets you is a front row seat at the unemployment line. Those guys make the devil look like a sweetheart
You'd be better finding a non-DEI company. Exxon/IOL used to come close, but they have other issues. Perhaps if you find a private equity owned company, merit could matter more than identity politics if they aren't window dressing social governance to shareholders.
Early questions to ask are about DEI policy, DEI training and reprogramming, "unlearning", they call it now. Usually there's no interest in real technical training if they blew the budget on DEI.
\Why would you want to join Enbridge? Management does not back its employees and its dog eat dog. No loyalty an each day is a struggle to get up, paste a smile on your face and follow orders. DEI is rampant and if you are a minority, you might have a chance. Second your tenure will be five years if you are lucky and don't leave out of frustration or HR axes you in the next layoff round. My recommendation is to look in another province or utility. Good luck
@p2 you really have to know someone and that person has to hire you. The jobs posted are usually already filled and are only posted as a requirement. Even internal candidates cannot get the jobs posted if they are not the specific person the job was ‘posted for’. The company will still be happy to waste everyone’s time interviewing internal and external candidates they have no intention of hiring though since if is a requirement that they interview a certain number of internal and external people to ‘prove’ that the person they always intended to move into the position. Once hired any movement will be impossible if you are not into politics so my recommendation is appreciate the grass you are standing on.
Internal promotions and career advancements are few and far between let alone breaking in as an external candidate; if you are not a DEI candidate chances are it is actually zero. From my experience IOL has more bureaucracy and processes than Enbridge, which is hard to imaging for some, but at least pays more to their employees. The grass is not greener on the other side. Enbridge simply put is not the premier employer that it once was, it has gotten comfortable and distracted. Middle management used to be run by career engineers with decades of experience, they have all been retired/forced out the past 6 years. It has now ran by a Karen middle management class, unqualified, out of touch and distracted by rainbow flags; what little work they do is dreaming up new processes and procedures. Performance objectives from VP/Directors to Managers state that if a job goes to an external candidate it has to meet DEI hiring criteria, or that job has to be reposted for a second round of hiring - only then can an offer be made to a non-DEI candidate. Good luck in your career search, aim for better.
Even though I had extensive experience working for a company previously acquired by Enbridge, it still took 18 applications to get two interviews for roles I thought I would be very competitive in. Once I became an employee, I could see all my previous applications/ rejections lol
Depends on the role and competition but your story is pretty common. Lots of jobs go to internal or long term contractors. And those that go to external usually the person knows someone.
It’s usually when we ask for something really obscure and no internal or known candidate has it. But that’s 1 in every hundred.