Hiring Process at Waterloo: What to expect

Grow your career at Waterloo

Step 1: Find Your Impact

At the University of Waterloo, every employee plays a vital role in the education of our students and in reflecting our reputation for achieving excellence.

The University has many opportunities in a variety of roles and careers to support the Waterloo experience.


Step 2: Applying for a position at Waterloo

We want this process to be easy for you. After you have selected a career opportunity that inspires and excites you, you can create a profile to apply. There are several key items about the application process we want to highlight:

  • Create a profile and upload your application and cover letter as one document.  Once you've created your application profile, your relevant experience will become part of our confidential internal talent database. We encourage you to keep your profile up-to-date. (Max size: 5 MB)
  • Important! Only one version of your résumé can be uploaded at any given time. If you apply to more than one job simultaneously, only the latest version of your application will be visible to hiring managers.  Ensure your application is reflective of the skills and experience you wish to highlight for all of your job applications, and that your cover letter is non-specific.
  • Positions are posted for internal candidates first and are reviewed before exploring external applicants.  Due to the number of applications received, only applicants who are selected for an interview will be contacted.

Job openings are posted until the position has been filled.


Step 3: Interviewing

The interview process is time for us to get to know each other and is also an opportunity for you to ask us questions. Our interviews cover what you have achieved so far and help us learn more about your skills, capabilities, and experience related to the role.  If you’re selected for an interview, below are the types of interviews you can expect:

Types of interviews

Pre-screen

You may be invited for a 15-30 minute virtual interview once your application has been received and reviewed. This will occur if we are interested in learning more about your qualifications in relation to the role. Please note: not all recruitment processes include a pre-screen. 

Panel interview

This type of interview includes key stakeholders from across the university, who have insight into the position you are interviewing for. They are typically 45–120 minutes long and occur virtually or in-person. There may be 1 or 2 panel interviews within the recruitment process.

 

Additional Assessments

Depending on the job requirements, additional assessments may be required, such as presentations, written assignments, technical assessments, etc.

HR Interview

This is a 30-minute interview during which the Talent Acquisition Specialist gets to know you a bit better and provide you with an opportunity to ask any HR-related questions you may not have had the chance to ask during the panel interview(s).

 

Step 4: Due Diligence

The final stages of the process include various due diligence verifications.

References

You will be required to provide two – three recent supervisory references, unless another arrangement has been approved by your Talent Acquisition Specialist. Colleagues and non-direct reporting managers will not be accepted as references. 

Education

If required, your highest or most relevant education attained will be verified. Please ensure your education is accurately reflected on your resume (e.g., completed vs partially completed studies, or in progress).

Additional Verifications

Some roles will require additional verifications. (e.g., Police Checks, Driver’s Abstract, Professional Designations, and/or Trade Certifications).

 
 

Step 5: Offer

Our greatest impact happens together! Once the due diligence process is completed, and you are the selected candidate, Talent Acquisition will contact you with an offer. Here is some information you might find useful in reviewing your offer.

  • Employees of the University of Waterloo are paid in accordance with the University Support Group (USG) corresponding with their evaluated job description. For information regarding CUPE salary grades, see the collective agreement (PDF).
  • University salary ranges (USGs), are composed of a minimum (80%), a job value (100%), and a maximum (120%). The starting salary in a position may be at the bottom of the range for a person with little or no experience, up to the job value for a person with full qualifications and experience. Starting salaries will not be above the job value for new university employees.
  • Learn more about our comprehensive benefits package

If you’d like to join one of Canada’s top research universities, start your career search today.