This section will provide Questions and Answers that we discover as we move forward in our recruitment and employment travels. If you would like us to address any particular subject, please do not hesitate to contact us via our Contact Page.

Q.1: What are some of the type of Questions I may be asked at a behavioral-based interview?

A. What sets candidates apart in this type of interview is preparation. Make sure that you do your research prior to attending this type of interview. And in fact, you should always make this type of preparation part of every interview as you are not always forewarned as to the interview style that will be used. The internet can provide extensive feedback on what type of questions you may be asked with respect to behavioral-based interviews, so research and then research some more. Here is a brief listing of several types of behavioral-based interview questions that you could be asked:

• Give me a specific example of a time when you used good judgment and logic in solving a problem.
• Tell me about a time when you had to use your presentation skills to influence someone's opinion.
• Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
• What is your typical way of dealing with conflict? Give me an example.
• Give me an example of a time when something you tried to accomplish and failed.
• Give me an example of when you showed initiative and took the lead.
• Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.

 

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Q.2: What are some of the things you "should not do" at an Interview?

A. One of the things that you must always keep in mind is that there may be aspects of an interview that are simply beyond your control. However as long as you do the best that you can and within a pre-defined awareness of what is "right and wrong", then you should be confident that you are putting your best foot forward. And it is that confidence that will enable you to keep moving forward until you do secure that position that you want to have. Here is a brief summary of things you should not do at an interview:

• Be practical when answering the question, "What are your future plans?": The most common mistake that the interviewee commits is that they answer the question with their "dream job" in mind and not what is the practical advancement for their present career path. Also keep in mind that sometimes you can also go too far, including right up to when you plan to retire. Keep it brief and within a reasonable time frame making sure that you include that you wish to grow through the company, in respect of position, profile and financial condition.
• Always remember to turn off your cell phone during an interview. Many a candidate has been taken off a shortlist for doing so. However keeping in mind that most interviewers do realize that it may happen accidently, but it is how you respond to the interruption that can keep you on the shortlist. In other words, apologizing and turning your phone of immediately is a positive move. Taking the time to answer it, is definitely not a good move.
• Do not go to an interview even with a 3rd party agency or recruiter looking like you are on your way to a social party. By that we mean dress appropriately. It does not have to be a full piece suit, unless of course you are going for a senior role, then err on the side of caution and dress your best. For other type of roles - business casual is always a safe bet.
• Another Interview faux pas is showing up late for an interview. What compounds this error is when you don't even bother explaining or mentioning you were late. Keep in mind as a professional who has had countless interviews I do not forget that tiny little detail when we finally do sit down for the interview.

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Q.3: What are Employment Barriers on a Job Description?

A. Employment Barriers on a job description often refer to job requirements that unfairly exclude qualified people from competing for jobs. Some standard barriers can be based on discrimination, health, or even disabilities. The Recruiter or Hiring Manager should ensure that the text of the job description adequately reflects or communicates the true needs and requirements of the position and the company and not based on a personal bias or an unwritten version of what we need or do not need. Things to keep in mind when evaluating employment barriers are: Legality, Consistency, Validity, Job Relatedness and Business Necessity.

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Q.4: Why is it important to list Key Relationships on a Job Description?

A. Key Relationships are important on a job description as it provides you with additional information for short listing potential applicants and enables you to define an effective screening model that:

• Helps define the organizational level for the new role (where this role fits within the organization chart).
• Assists in defining what key skills are required for that level and at what rate - i.e. communication (3yrs) leadership (3yrs) ability to communicate with all levels of internal clients, etc.
• Helps define salary and compensation requirements - what's appropriate?
• Helps define scope of sourcing - internal, referrals, etc.

Q.5: What are the ACSESS Code of Ethics and Standards

A. As members of the Association of Canadian Search Employment & Staffing Services we commit to uphold this Code of Ethics & Standards and to display it prominently in our place of business. We support the principles set forth below and acknowledge that compliance with these principles is in the best interests of ACSESS member companies, their candidates, employees, client organizations, and the reputation of the search, employment and staffing services profession in Canada.

• We will observe the highest principles of integrity, professionalism and fair practice in dealing with clients, candidates, employees and all regulatory authorities; and will respect the confidentiality of records in accordance with law and good business practices.
  
• We will provide leadership in the adherence to both the spirit and letter of all applicable human rights, employment laws and regulations. We will treat all candidates and employees without prejudice and will not accept an order from any client that is discriminatory in any way.
  
• We will take all reasonable steps to provide clients with accurate information on each candidate’s employment qualifications and experience; and will only present those candidates who have given us authorization to represent their application for employment.
  
• We will supply candidates and employees with complete and accurate information as provided by the client, regarding terms of employment, job descriptions and workplace conditions.
  
• We will not recruit, encourage or entice a candidate whom we have previously placed to leave the employ of our client, nor will we encourage or coerce an individual to leave any temporary assignment before the stated completion date.
  
• We will not restrict the right of a candidate or employee to accept employment of their choice.
  
• We will not misuse membership privileges for the purpose of recruiting a member’s staff, or in any way that may otherwise injure our candidates, employees or competitors.
  
• We will derive income only from clients and make no direct or indirect charges to candidates or employees unless specified by a license.
  
• We will maintain the highest standards of integrity in all forms of advertising, communications and solicitations; and will conduct our business in a manner designed to enhance the operation, image and reputation of the employment, recruitment and staffing services industry.
  
• We will recognize and respect the rights and privileges of competitors in the true fashion of individual initiative and free enterprise, and will refrain from engaging in acts of unfair competition.
  
• We will ensure that our clients, candidates and employees are aware of our duty to abide by this Code of Ethics & Standards and such supporting policies and guidelines as may from time to time be adopted by the Association; and will undertake to bring any potential infringements before the appropriate Association body.

 

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• Question 1 - What are some of the type of Questions I may be asked at a behavioral-based interview?
• Question 2 - What are some of the things you "should not do" at an Interview?
• Question 3 - What are Employment Barriers on a Job Description?
• Question 4 - Why is it important to list Key relationships on a Job Description?
• Question 5 - What are the ACSESS Code of Ethics and Standards