Canadian Job Interview: How to Prepare?

What you need to know before a Canadian job interview?

The process

In Canada, the interview process usually begins with a phone call where a recruiter or a human resources professional will ask you a few questions. Questions will look at confirming your experience and skills (as per the resume you sent), whether you are still interested in the role, and possibly information about salary expectations.

This initial phone call is a screening call – the interviewer’s focus is on weeding out any unsuitable candidates, not on making a hiring decision. On the screening call, you should ask the recruiter to tell you all the steps in the hiring process (if they don’t tell you proactively), so you know when to expect if you advance.

If you pass the screening, you may be advanced to the next phase, which is typically an interview with the hiring manager, or a panel including the hiring manager.

This second interview, and any additional interviews, will generally be the main factor(s) for the hiring decision. These hiring interviews may feature questions such as those described below. You will likely also be asked if you have any questions about the role.

Avoid sharing personal information

Getting that first interview is exciting, and it’s easy to share personal information during the interview process. However, it is best to stay away from topics that disclose personal information such as your age, marital or family status, place of origin, or financial situation. This helps you appear more professional while also limiting the risk of possible bias.

Make a list of potential questions you will be asked, and stick to facts about your educational qualifications, professional accomplishments, and skills. Keep your answers to the point and avoid rambling.

Preparing in advance

Research the company and the role well, and prepare talking points for questions that are bound to come up (some examples are below). Don’t try to memorize answers verbatim, as it’s best to keep key points you would like to mention, while letting the conversation flow naturally.

Asking questions

Towards the end of the interview, the interviewer will likely allot time for any questions you might have.

Take the time to prepare thoughtful questions for the interviewer. Asking questions not only demonstrates your interest and enthusiasm for the role but also shows initiative and a commitment to the opportunity.

Candidates who don’t ask questions may come across as disengaged, which can leave a negative impression.

Dealing with illegal questions

In Canada, the Human Rights Act prohibits discrimination based on factors such as race, place of origin, ethnicity, religion, sexual orientation, age, marital or family status, disability, and financial situation.

In that light, Canada Human Resources Commission has formulated that questions about these factors should not be asked during an interview.

If you are asked questions related to the above topics, you can say you are not comfortable answering, or can ask how this is relevant to the position. You can also try changing the topic back to your professional accomplishments.

Questions you can expect from an interviewer

“Tell me about yourself.”

Why the hiring manager asks this question: This question is not as open-ended as it may appear at first glance. In the context of the job interview, what the interviewer really wants to know is why you applied for the role, what value you can bring to the position and the company, and what distinguishes you from the other candidates.

How to answer: Prepare a concise and clear answer to this question in advance and practice answering the question in one minute.

Some topics it should touch upon are

• What attracted you to the company and to the position;
• How you expect to be able to make an impact in the role for the company.

It’s best to get these points across with concrete, specific examples from your career, such as previous accomplishments.

Stay away from personal information, unless it’s directly relevant (for example, a hobby that relates to the role).

“What interests you about this role?”

Why the hiring manager asks this question: For most roles, the hiring manager will prefer to hire a candidate who cares about more than a paycheque, because they know that your level of motivation will have a direct impact on your productivity and the value you bring to the company. This question is giving you an opportunity to show the hiring manager that you’re genuinely excited about the position, which means you’re more likely to deliver exceptional value, and less likely to quit.

How to answer: To answer this question, make a compelling case by talking about parts of the job that excited you or which you expect to find particularly fulfilling.

One way to prepare for this question is to read through the job description carefully and to craft an answer that combines your skills and experience with the role requirements.

“What is your greatest strength?”

Why the hiring manager asks this question: The hiring manager is looking to get a better sense of the value you can bring to the company, and on what might distinguish you from other candidates. They are giving you an opportunity to sell yourself by highlighting your best attribute for the job. Before answering this question, be sure that you understand what strength(s) would provide the most value for the position.

How to answer: You should respond by highlighting a quality or skill that you posses which you believe is most valuable for the position, and should back up your assertion with a concrete example.

“What is your greatest weakness?”

Why the hiring manager asks this question: Hiring managers generally ask this question for two reasons. First, they have a fear of your having some critical flaw (for example, dishonesty or poor work ethic), and figure that there’s a chance of this flaw slipping out in response to the question. Second, they want to see that you have self-awareness as a professional, and that you are committed to growing as a professional and can take responsibility for improving on any weaknesses.

How to answer: Pick a real weakness that you have which is significant, but which you know is not a big detriment for the position. Describe the weakness, how you’re aware of it, and talk about the steps you are taking to address the weakness. Saying that you don’t have any weaknesses, or providing an example of a trivial weakness, is likely to be off-putting to the hiring manager.

“Tell me about a work conflict you experienced and how it was resolved.”

Why the hiring manager asks this question: Many roles involve working with team members, and conflicts are common in most business environments. The hiring manager fears that if you can’t handle conflict effectively, you may harm the company. They want to know that you will play well with others and can resolve conflicts that arise.

How to answer: Share an example of a past conflict that you resolved successfully (for example, a disagreement with a colleague or manager, or an issue with a client). Mention the steps you took to overcome the issue. Share the outcomes, preferably with a concrete, measurable impact.

Keep this response professional, and do not use this as an opportunity to complain about a past company or employer.

“Why did you leave your last job/ are looking to leave your current job?”

Why the hiring manager asks this question: While hiring managers know that career changes are inevitable, they want to avoid hiring someone who is likely to leave soon, who will jump ship at the slightest hiccup, or who is likely not to be a good fit. They also want to see a genuine interest in the current opportunity.

How to answer: In general, if you are currently employed, it is best to emphasize positive things that interest you about the role you are interviewing for, such as opportunities for more responsibilities or other professional advancement. You can also be honest about facts of your past or current employment which won’t be deal-breakers for the current position, such as having been laid off, or the office having been moved across the country. If you were terminated for poor performance (fired), you should be honest about this, but should describe this very briefly, and frame your termination as coming from simply not having been a good fit for the earlier role.

Always avoid criticizing a past employer or company.

“Why should we hire you?”

Why the hiring manager asks this question: This is similar to the greatest strength question. The hiring manager wants to know how you will bring value to the company in the role, and what distinguishes you from the other candidates.

How to answer: Use this question to highlight any other skill or quality you haven’t had the chance to talk about before. Mention the skill or quality and then tie it back to the job criteria and why it’s relevant for the current position.

“What are your salary expectations?”

Why the screener or hiring manager asks this question: In most cases, the company will have a pre-established pay range for the position, and won’t be able to offer anything more than that. The screener or hiring manager is afraid that you may demand a higher pay than what they are able to offer you. They may also be trying to see if they can get you for less pay than their maximum.

How to answer: The traditional wisdom is to to avoid giving a number or range, but to say that you are open to negotiation. For example, you can say “If we decide that I’m the right person for the job, I’m confident we can agree on a number we’re both happy with.” You can also attempt to flip the question back by asking the recruiter or hiring manager their range for the position—they did create the job, after all! If the job posting lists a range or the recruiter tells you the range, you can provide a higher but overlapping range. For example, if the postings says 60k-80k, you can state that your expected range is 75k-95k.

You should research market rates for comparable positions prior to any salary negotiation. You should also try to avoid negotiating salary until near the end of the interview process when it’s clear that the employer wishes to extend you an offer.

Questions to ask an interviewer

When it comes to asking questions, be mindful that you do not ask something that is easily found on the company website or in the job description.

Here are some questions that can help put you on the right track:

• “What are the immediate problems that would need my attention?”
• “Could you elaborate on the daily responsibilities this role entails?”
• “How does this position fit within the larger department?”
• “What is the biggest challenge of this role?”
• “What type of orientation does the company offer?”
• “How is success measured in this role?”
• “How would you describe the office culture?”
• “What opportunities for professional development are available for someone in this role?”

Post interview etiquette

Last, but not least, it’s good manners to send an email thanking your interviewer(s) for their time, after the interview.