Practical Guidance On Wise Solutions For Guidance For Job Interview

These achievements were attained despite an average daily AECO natural gas price of $2.11/mcf during 2016. (References to 2016 operational and financial results are estimates only and have not been reviewed or audited by our independent auditor. straight from the sourceAdvantage is expected to release its fourth quarter and audited year-end results after markets close on March 2, 2017 which results will include additional information) Strong Well Results, Available Plant Capacity, 100% Firm Service and Additional Montney Land Acquisitions Sets the Foundation for 2017 Growth and Beyond In December 2016, four Montney wells from our recently completed eight well pad were brought on-production (please refer to the Advantage press release dated October 12, 2016). These four wells demonstrated exceptional results with restricted individual well production rates ranging from 8.5 to 12.5 mmcf/d after one month of continuous production. Of particular note is that these four wells are still substantially rate restricted to limit sand flow back with current flowing pressures ranging from 7,900 to 17,900 kpa, well above our average gas gathering system pressure of 3,000 kpa. Management estimates that these four wells could produce at a combined production rate of approximately 65 mmcf/d at our average gas gathering system pressure of 3,000 kpa. Available processing capacity at Advantage’s 100% owned Glacier gas plant was successfully utilized to offset TCPL sales gas pipeline restrictions during 2016 and particularly during the fourth quarter when firm service restrictions were more pronounced. Advantage’s current raw gas processing capacity of 260 mmcf/d at our Glacier plant is expected to provide operational flexibility in support of our 2017 annual production sales target of 236 mmcfe/d. The Corporation’s ongoing Glacier plant expansion project to increase processing capacity to 400 mmcf/d (66,670 boe/d) is progressing with major equipment orders secured.

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guidance for job interview

guidance for job interview

Read and research about the upper management and their qualifications. Figure out who owns the company and how the structure works. This is important information to have during an interview. It will have the added benefit of helping you know what kind of questions to ask during the interview.

This story appears in the {{article.article.magazine.pretty_date}} issue of {{article.article.magazine.pubName}}. Shutterstock It can feel awkward to ask a recruiter or an HR person “How much does this job pay?” There is no reason it should be sticky to talk about compensation. The most responsible and talent-aware employers lay out the pay rate for their open positions. Either they mention the pay range in the job ad or they tell you as soon as they contact you about the job, “Here’s what the job pays.” There is no reason to withhold salary information apart from a desire to be cagey with applicants. Watch on Forbes: If a recruiter, HR person or hiring manager can find out what you earned at your last job before they tell you how much they’ve budgeted for the position, maybe they can bring you on board at the bottom end of the pay range — or even below it. That is unethical, and it’s bad business, but there is a lot of unethical behavior and a lot of bad business in the hiring process almost everywhere you look. When a company recruiter or a third-party recruiter contacts you about a job opening that might be a good fit, it is always appropriate to ask them “What is the pay range for the position?” If they say “I don’t know” or “That is still being decided,” get off the phone or end the email correspondence with them, because they are lying. Nobody recruits for a position without knowing the pay range — it would be absurd to do so. If you reach out to an employer and they invite you to a job interview, you can go to the interview without establishing the pay range because you contacted them. You can meet them and decide whether you want to continue the conversation.

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