Previously in https://www.reddit.com/r/CanadaJobs/comments/1unem1j/cant_find_a_single_job/ , OP graduated with a bachelor degree with security background but he found he couldn't find a job, now I will show who is competing with him/her. good luck in the future job endeavors.
There are a lot of job openings in my field.
I'm wondering if there's a sustainable way to turn this into a business while genuinely helping people land jobs.
I'd love to hear how others have approached this.
​
This is the worst job I have ever had. There are three or four co-workers with the privilege of getting to work the same position everyday while everyone else is rotated through cash, floor and production. Multiple co workers either too old or disabled to perform the job to the standards the company wants so it falls to all the young able bodied to do twice the work.
Almost all of my co-workers and managers are blatantly openly and proudly racist towards Indian and Muslim people, consistently accuse them of stealing and had a human rights complaint made causing the manager to inform us to no longer act as security and stop thieves. I told her I had never done that as it is not legally sound to do so by anyone except a security guard hired for that job.
A staff party was held, one co worker attacked another co worker violently after binge drinking for days. Victim filed a police report and asked for accomodation to no longer work with the attacker and management said nothing can be done as it happened off the property.
One of my coworkers is a proud Nick Feuntes fan, as a Canadian, and openly attempts to manipulate the women around him via lies, does not show up regularly or on time and a few weeks ago decided to tell me and a manager he had seen his cousin "splattered on the road" in a car crash only for it to be revealed to be a complete lie. When he is late,he gets a special wake up call telling him to come in.
The store is massive and will not offer public bathrooms despite a bylaw existing that they are obligated to. They instruct us to tell customers to use the store beside us or a fast food place across a parking lot. Multiple times old women have desperately looked at us about to shit and piss themselves and we have to shrug and say store policy. Yesterday I let a 95 year old woman who could barely walk use the bathroom and was reprimanded for not letting her openly piss on the floor instead. I had a panic attack and went home after an hour on shift and being asked 97 times by customers for a bathroom.
Two people have gone on mental health breaks in the past two months due to the store. There is one woman who has no authority but is keeping tabs on every staff member and accusing all of them of stealing in really unhinged ways - the other day a manager was asking her if she saw her work gloves and this staff member said someone must have pocketed them and glared right at me - as if anyone is stealing used torn dirty work gloves.
Our "goal" is 1300 articles of clothing each day across three people, they now only have 2 on shift due to call outs and still want 1300. When two girls could only get out 700 in the heat wave with no working AC where indoor temps were 29 Celsius they were reprimanded. They do not care about a goal for housewares though and only the managers favourites are allowed to work in that production.
My work friend said she worked in a strip club that respected staff more than this with less drama. I am spending my next three days applying for whatever job I can just to get out of here. The only benefit they offer is 30% off discount but yesterday a local competitor had a sale of 40% off clothing - just as a regular sale. Its just 8 hours straight of back breaking labour surrounded by the absolute worst people one can possibly even keep in the workforce. Many of these people would not be hired anywhere else, if they even passed the interview stage.
Been applying non stop for the last 6 months and couldn’t land a single interview, only rejection emails. Is there something wrong with me or my CV? I am a 25M who graduated last year with an engineering degree and I have some experience in tech already. After getting laid off from my company I can’t find anything.
I am losing hope and I have no source of income. I have applied to 500+ jobs in Canada, US, France and even some parts of Asia.
I feel cursed to be honest.
Hi everyone,
Been looking for Geographic Information Systems and Remote Sensing positions for the past couple of months, but I haven’t had much luck so far. The market here in Canada, especially BC, feels really awful right now, and I’m trying to figure out if there’s something I’m missing.
Been actively tailoring my resume for each application, and recently used this version to apply for a GIS position about a week ago. At this point, I would really appreciate any feedback on my resume or suggestions on how I can improve my chances. I am also trying to build connections as much as I can, hoping it might eventually lead to referrals or interviews, but honestly, that part has been challenging as well. If anyone is willing to take a look or share advice, I would really appreciate it. Thanks in advance.
I have been in Canada for more than a year and since then I am actively looking for a job in Event industry. But it is so difficult to find one since I live in Niagara region. Here people hire basis on references or I dont know how because I had 2 - 3 interviews and everytime I just hear that I am overqualified. I carry 7 years of experience in this industry and have handled multiple destination weddings single handed for around 200 guests.
I am trying to email the companies, call them and drop a message on Instagram but nothing works.
I lost my job in a tricky situation with my current employer. But Service Canada was not willing to hear my explanation. The lady who called me kept interrupting me over the phone, saying, 'It's a quit.' It's a quit,' and 'You didn't want to work.' Blah blah blah. That's rude. She basically makes me think that I lied to her for benefits.
Background: The pay-rise negotiation between my employer and me was unsuccessful, but I did not want to quit immediately. So, I asked them if they could interview my friends to replace me, and then lay me off whenever they felt like it. I even got their confirmation of letting me get EI after I left.
After one and a half weeks passed, they asked me to stay three more weeks, and promised to pay me more in the last month to make me stay longer. They wanted me to stay longer and told me to let them know if I changed my mind. I agreed, but I did not ask what the new rate was.
Because I knew many colleagues did not get the right amount of last salary/ vacation pay, I wanted to use my vacation (7 days) before continue to work. I mentioned in my email I would come back to work. It's not a job abandonment. At that time, I literally still believed I still had a job after some time-off!
But, during my vacation, my employer sent me an email stating, 'We accepted your resignation. We will calculate your last salary, together with vacation pay.' It was not a resignation, though. (I never told them that I wanted to resign verbally or in writing.) When I got this email, I thought it was okay, as I told them to lay me off anytime they wanted.
However, they put 'quit' in my ROE as a reason for my termination. And, my last pay stub shows no pay rise for the last salary. I realised I was tricked! They probably found someone new to replace me, I guess. ( They had been interviewing a few candidates before I asked for a pay rise and wanted to leave. They were not satisfied with me either!) If they let me go earlier, they were supposed to give me one week's payment in lieu of notice in Ontario. But they did not. They even lied about a pay rise!!
Service Canada was not willing to hear me out. I didn't get time to describe the whole situation above. When she heard I said I asked my boss to hire my friend, she immediately assumed I did not want to work. She even questioned why I did not ask about the new pay rate for my last month staying there. Of course, I did not want to work for such a company. But the goverment seems to try to protect the dodgy employers, not the little guys.
Today, Service Canada came back to me to say that my application was not successful.
Would a dealership hire me at 16 if I have experience working on cars (1 years of experience) I am able to do many things on cars. I did it the job fully unpaid and actually learned the stuff. Would a dealership hire me?
I work in Ontario, from 9-6.
I have a half hour unpaid lunch.
They apparently don’t give breaks which I get they don’t have to do.
The thing is I’m hourly and paid for only 8 hours.
I’m new - what do I do or how do I bring up the fact that I’m expected to work a half hour for free?
Thank you!
Hey everyone — I’m building Hyrexia because interview prep is often “read questions online” instead of actual practice under pressure.
What it does:
Upload resume → interviews tailored to your background
Set role, industry, JD, difficulty
Live AI voice mock interview (with recording)
Evaluation: scores, strengths, weaknesses, hiring signals
Built for candidates practicing for any industry/role.
Try it: https://www.hyrexia.com
Free to create an account and your first interview is on us— would love honest feedback from people actively job searching.
What would make this actually useful for you? Missing features, pricing, question quality — all fair game.
Which one would you pick?
Hi everyone,
I’m about to finish my Computer Systems Technician diploma at Seneca College in Toronto this August. I also have my CompTIA A+ and CCNA.
Unfortunately, I wasn’t able to do an internship because I didn’t take any summer breaks during the program. I keep hearing that the IT job market is rough right now, especially for entry-level roles, so I’m trying to figure out the best approach.
For those of you who started out recently or hired entry-level candidates, what should I focus on?
Should I be applying for help desk roles, NOC technician positions, junior network admin roles, MSP jobs, or something else? I grew up in Toronto, but I’m willing to relocate anywhere in Canada if that helps.
Any advice on job searching, resume keywords, projects, or what roles to target would be really appreciated.
Sorry if this is a newbie post, and thanks in advance.
Hi everyone! I’m currently looking for a bank job (Teller, Customer Service Representative, etc.). I have 2 years of customer service experience and have been applying online, but no luck so far.
If anyone has any suggestions, knows of any openings, or can offer any advice, I’d really appreciate it. Thank you!
Based in Vancouver, BC. With more than 20 years of experience in IT and after 18 months out of work. Going to start work starting coming Monday.
I have taken a few communications courses at uni and I have a few years worth of communications experience and also an internship related to it. I was hoping to go back to school to do a post grad diploma in the field as my major was not related to it at all. I’m not trying to make 100 k or anything right off the bat but I was just wondering if I have a chance to land an average paying job with a diploma and experience in communications or is the field too over saturated with sparse jobs?
I had an interview with CSIS for the Intelligence Officer position and apparently failed it and was not recommended to continue in the process...except I passed the same interview step before. The only thing it is supposed to measure according to their own applicant guide is the Knowledge competency. It felt rushed and short, the person just going through the motions in a curt way, so I knew the HR lady decided to fail me ahead of time.
Well turns out after being asked the questions below, I was not recommended by an HR lady who was French and could barely speak English. Legit could not understand every second word she said. When I asked some specific questions her answer was that she doesn't really know, it's a new process, and she just works in HR.
Had I been successful I would have had to take a 40k pay cut, lose over a week of vacation time, move to Ottawa, be restricted from travelling to some countries, have to relocate anywhere in Canada anytime, learn French, and no remote or hybrid work allowed ever. They also have a 3 year probationary period and a 20 week training program from which they can send you home anytime for any reason.
Interview Questions:
Hello, I am calling regarding your application for the regional Human Intelligence Officer (HIO) position. I will be asking a few questions to confirm your experience and better assess your knowledge of the Canadian Security Intelligence Service (CSIS) and the role of the Human Intelligence Officer (Huminter/HIO). Before we begin the interview, I would like to confirm that you are in a private location, where we can speak freely and without interruption?
Please feel free to take notes during our conversation but, given the nature of the role and our hiring process I would like to ensure that you are not recording this conversation.
8. Training Requirements: The information package touches on the training requirements and the travel and time required in Ottawa. Although we cannot get into the specific course syllabus we can try and answer any questions you may have.
In class training with specific modules and assessments to be completed.
20 weeks total: 19 training and one in region.
When you return to the region there will be a Field Coaching Program. Experienced HIO’s to act as Field Coaches, L&D RTU to act as a coaching resource to ensure a successful training program and integration into the role.
IODP: 2 years with defined milestones to meet, to be signed off by the supervisor and will include the coaching program as one of the criteria. If a candidate does not complete the defined goals, their IODP will not be signed off. Probation is three years, allowing for performance.
Management from year 2 until year 3 if milestones in IODP not met. IODP is still in development.
9. CLOSING: The information package also covers additional information (BFORs, security requirements, drug policy, etc.). Do you have any questions or do you require any clarifications on the items in the document or anything else we discussed today?
Thank you for your time today. We’ll review the information you shared and get back to you via e-mail with next steps and if your candidacy is selected to continue in the recruitment process. If we need anything further, we will reach out.
Also an opportunity to provide feedback on the knowledge portion to candidates, if they were weak for example you can encourage them to do more research on the Service, our mandate and the CSIS Act in preparation, same as for current geopolitical events.
Candidate Information Guide
There's also a Candidate Information Guide that they send to everyone which I am sure changes every month since it's obvious they have no idea what they are doing and are making it up as they go along (some parts like the vision/hearing/fitness testing copied straight from the RCMP process).
Human-Intelligence Officer - Candidate Information Guide
Our written communications will include “Public Safety Canada” rather than CSIS in order to ensure the confidentiality of your candidacy. At each step of the process, you are compared against all other candidates, and the process can take anywhere between 6 months to over one year to complete.
The Service emphasizes the importance of being upfront and honest about any information pertaining to you from day one. The Service prefers knowing about something at the beginning of the process as opposed to discovering it later on. Please understand that although we do not expect our candidates or employees to be perfect, we do expect them to be honest.
CSIS Offices in Canada are located on various ancestral and traditional lands. In the spirit of reconciliation, we acknowledge all Indigenous People across Canada and their connection to these lands.
The role of a Human-Intelligence Officer (HIO)
Intelligence Officers play a central role at the Canadian Security Intelligence Service (CSIS, ‘the Service’). Human-Intelligence Officers conduct intelligence collection as regional investigators connecting with people across communities. Human-Intelligence Officers are at the heart of the CSIS mandate as the country’s foremost HUMINT intelligence organization and are the driving force behind CSIS operations, collecting the raw intelligence required to meet the Government of Canada’s intelligence priorities. The role of a Human-Intelligence Officer is unique, and it is key to shaping the future of national security. These Intelligence Officers are responsible for investigating threats to national security and managing challenging and complex situations in the face of ambiguity. They work in collaboration with colleagues, other agencies and our international allies to find opportunities to disrupt these threats. Whether it is to stop a terrorist or catch a foreign spy, no two days are alike.
Human-Intelligence Officers come from diverse social and educational backgrounds, and they require a common set of skills in order to be successful in their role. This includes intellectual curiosity, critical thinking, the ability to analyze and make sense of large amounts of information, as well as the ability to write clearly and concisely with a high level of accuracy, even while under pressure and time constraints.
Human-Intelligence Officers have very strong interpersonal and communication skills, including a natural ability to build rapport and trust with people. They require high levels of emotional intelligence, empathy, and the ability to understand and motivate others. Human-Intelligence Officers are often required to make their own difficult tactical decisions in the field, all while respecting the rule of law and human rights. Additionally, they must be resilient, comfortable with the unknown, persistent in the face of challenges, and able to adapt to changing priorities in a fast-paced work environment. By virtue of their work, Human-Intelligence Officers have access to highly classified and controlled information, and are involved in sensitive intelligence operations. As such, their honesty, integrity, and reliability must be beyond reproach.
Recruitment Process
Qualifications
Throughout the recruitment process, you will be assessed on competencies, knowledge, and occupational health requirements that are essential for the role of a Human-Intelligence Officer:
KNOWLEDGE
COMPETENCIES
OCCUPATIONAL HEALTH REQUIREMENTS
Occupational health evaluations will be required for the following categories:
Recruitment Steps
CSIS has a stringent and lengthy recruitment process, which includes a series of steps. At each step of the process, you will be compared against all other candidates. You must successfully complete each step in the process before moving on to the next step.
ASSESSMENT OF QUALIFICATION FOR THE HIO ROLE:
Step 1: Standardized testing
Step 2: Pre-screen questionnaire
Step 3: HR Phone Interview
Step 4: Written Communication Test (WCT)
Step 5: National Assessment of Competencies and Knowledge (NACK)
Step 6: Full day in-person assessment process
SUITABILITY ASSESSMENT:
Candidates that are assessed and deemed qualified for the HIO will be invited to compete a suitability assessment. This will include:
TOP-SECRET SECURITY CLEARANCE:
After the Suitability Assessment, candidates must be eligible to receive an Enhanced top Secret security clearance. This will include:
Accommodation Requirements
Please advise us, at any step of the process, if you require accommodation measures in relation to a disability. Information relating to accommodation measures will be addressed confidentially.
All visitors must self-identify any electronic medical device prior to accessing our premises. If you have an electronic medical device, please provide us with the type of equipment and serial number.
Accessibility Accommodations
We are working to be proactive about meeting the objectives of the Policy on People Management, the Directive on the Duty to Accommodate and the Accessible Canada Act, its regulations, and the CSIS Accessibility Plan. Therefore, please advise us if you require accommodation related to accessibility measure during the selection process. Information relating to accommodation measure will be address and handled confidentially.
Salary
When you begin the Human-Intelligence Officer Course (HIOC), the pay scale will be from $87,459 to $106,386. After the first two (2) years, if you meet the conditions of the Human-Intelligence Officer Development Program (HIODP, details below), there will be a change in your grade level and you will fall within the next pay scale of $99,392 to $120,917.
Conditions of employment
Specific to the Human-Intelligence Officer Role
HUMAN-INTELLIGENCE OFFICER COURSE (HIOC)
Candidates must successfully complete entry training in Ottawa prior to working as a Human-Intelligence Officer. During this period, candidates will travel to Ottawa for training. All travel will be paid for by CSIS. This is a pass/fail course and candidates have only one opportunity to participate in the training. This is an intensive training program that will have varied working hours throughout the training schedule.
If you live outside of the National Capital Region, you will be on travel status for the duration of the HIOC, in accordance with the National Joint Council (NJC) Travel directives.
Should you not successfully complete all aspects of this training course, your employment with CSIS will cease.
OFFICIAL LANGUAGE PROFICENCY
Various Language Requirements:
This selection process may be used to staff anticipated vacancies or other similar positions with various language requirements. Therefore, we encourage all interested candidates to apply.
Second language evaluations may be offered to candidates. More information on language requirements can be found on the Government of Canada’s Public Service Commission’s website.
HUMAN-INTELLIGENCE OFFICER DEVELOPMENT PLAN (HIODP)
The HIODP includes a two (2) year development period designed to provide an initial combination of training, experience, and knowledge acquisition that will be the foundation of future work as a Human-Intelligence Officer.
The two-year period of the HIODP begins on Day 1 of the HIOC. Your continued involvement in the HIODP is dependent on the results of the HIOC, the experience acquired and your performance in the role.
PROBATION
New Human-Intelligence Officers will be on probation for a period of three (3) years.
RELOCATION AND MOBILITY
Human-Intelligence Officer positions are located across Canada, and candidates residing outside of the region in which they are hired to work will be required to relocate to that regional office before taking attending the HIOC in Ottawa. The Service will assist you in your relocation in line with policy.
Human-Intelligence Officers must be willing to relocate within Canada during their career. CSIS may transfer an employee anywhere within the organization in order to meet its organizational requirements. Candidates must complete a minimum of 2 years in their first regional placement. Human-Intelligence Officers must also be willing to travel as required. Assistance and financial support will be provided in line with policy.
DRIVER’S LICENSE
A valid Canadian driver’s license is a prerequisite to apply. Obtaining and maintaining a valid Canadian driver’s license is the sole responsibility of each applicant.
OCCUPATION HEALTH EVALUATIONS
Vision (corrected vision accepted)
Hearing (corrected hearing accepted)
Physical mobility
Psychological health
HOURS OF WORK
Human-Intelligence Officers must be comfortable working flexible work hours and being physically out of the office and in the communities with which they work, sometimes not reachable for periods of time.
ABHORRENT MATERIAL
The Human-Intelligence Officer position may entail exposure to abhorrent material.
WORKING FROM HOME
Working from home is not possible for Human-Intelligence Officers.
For all CSIS employees
CITIZENSHIP
All employees must be Canadian citizens.
DIRECTIVE ON SUBSTANCE USE
CSIS has a “Directive on Substance Use” in which the use of illegal substances is prohibited. As a candidate and potential employee, you need to know and understand that the use of illegal substances is not allowed. We must therefore advise you that, to remain a candidate, you cannot use any illegal substances. We will go back to that question throughout the process. If information surfaces about illegal substances use during this process, we will have to terminate your application.
Due to the nature of our activities, it is essential that all our employees arrive fit to work. All employees must therefore refrain from recreational cannabis and alcohol use during a period of 8 hours before any known or expected performance of work, or during a period of 24 hours before reporting for safety-sensitive duties.
PERSONAL TRAVEL
At this time, given the current political climate, personal travel to, or transit through, the People’s Republic of China and Russia is not permitted for our employees. As a candidate for a potential employment with us, you need to be aware of this directive. If you are successful in your application, once you become an employee, you must be able to abide by this directive. Depending on the geopolitical situation, we may, at any time, modify the travel restrictions for employees to other countries.
SECURITY REQUIREMENTS
Candidates must be eligible to receive an Enhanced Top Secret security clearance. The process involves a security interview, a polygraph examination, and a background investigation that includes credit and financial verifications. In reference to the polygraph, you should not disclose this information to others as it would signal that you are a potential future employee of CSIS as only a few departments require a polygraph examination as part of their recruitment process.
You need to avoid identifying links between yourself and CSIS. Do not conduct research on any aspect of polygraph testing either on the Internet, in books, or through conversations with people who have been subject to a polygraph examination in the past. Note that any research you conduct may jeopardize your ability to be assessed using the polygraph.
Pre-Employment POLYGRAPH
https://nsira-ossnr.gc.ca/wp-content/uploads/NSIRA-Final-Redacted-Polygraph-Review-EN.pdf
This is why CSIS warns you not to research the polygraph (because literally everything is available in detail about how it's used and how to beat it which is very easy to do once you realize it doesn't work and it's all the same RCMP Police College BS training (similar to the one scrapped by the RCMP recently). The format is a validated format for multiple-issue polygraph examinations approved by the American Polygraph Association (APA) and the Canadian Association of Police Polygraphists (aka Air Force Modified General Question Technique - AFMGQT) that can accommodate multiple relevant questions.
A polygraph exam can have four possible outcomes:
The polygraph exam has three stages:
- Stage 1: Pre-polygraph interview. The examiner collects detailed biographical and medical information about the subject. The interview focuses on the development of the relevant and comparison questions. Its purpose is to determine the precise wording of the questions that will appear on the polygraph exam.
Examiners follow Polygraph Assessment Booklet to conduct the pre-polygraph interview.
- Stage 2: Actual polygraph exam. The subject's physiological reactions are measured and recorded while being questioned by the examiner.
- Stage 3: Post-polygraph interview. The examiner makes their initial assessment of the subject's truthfulness or deception regarding the relevant questions on the exam. The post-polygraph interview is used as an opportunity for the examiner to explore any adverse information that the subject may have disclosed during the exam.
The format is a variation of the comparison question technique (CQT) style of polygraph exam. A CQT polygraph exam uses relevant and comparison questions to assess deception. Relevant questions are related to the issues of primary concern to the examiner, which, according to the Standard, are criminality and/or loyalty to Canada. The CQT style of polygraph assumes that an examinee seeking to be deceptive about the relevant issues of the exam will react physiologically more strongly to these questions rather than to the comparison questions. Conversely, the truthful examinee is likely to respond less significantly to the relevant questions, as they have nothing to conceal related to these issues, but will react more significantly to the comparison questions. A polygraph examiner will base their assessment of deception on the comparison of physiological responses between the relevant questions and the comparison questions.
The polygraph exams include relevant questions and comparison questions. Chosen relevant questions are related to espionage, support for extremist violence, information handling practices and the withholding of information.
The relevant questions are each supported by a section of the polygraph assessment booklet containing sub-questions exploring various aspects of each issue. Each of the sections allow the examiner to ensure that the subject has disclosed any specific information related to the final version of the question.
One of the relevant questions is known as an introductory question, meaning that it is used, in part, to introduce the relevant issues on the exam, and to 'absorb' any initial physiological response, such as surprise, a subject may have to the other relevant issues on the exam. This question is unique (Sacrifice Relevant) in that it is not scored for deception as are the other relevant questions.
Comparison questions are related to forthrightness and honesty, self-discipline and rule-following, and commitment and personal loyalty. Responses to the comparison questions are not scored for truthfulness but rather are only used to compare physiological responses to the relevant questions.
Its taking me an incredible amount of applications to find work and I still ended up having to move to a small town in the middle of nowhere because I couldn’t get hired in Toronto. Also why is North America so backwards with their vacation days, I only have two weeks, this should be illegal everywhere.
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Just started a new job in Ontario with hours 9-6. They give a half hour lunch and two 10 minute breaks. Does this meet ESA criteria? Half hour lunch on 9 hour day seems ridiculous.
