Frequently Asked Questions

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:


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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:

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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: 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.


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