Most Canadian job interviews draw from the same pool of 15 to 20 questions. Knowing what is coming and having a clear, honest answer prepared for each one removes the guesswork and lets you focus on connecting with the interviewer. Here are the most common questions, organised by type, with guidance on what a strong answer looks like.
Opening questions: who you are and why you're here
"Tell me about yourself." This is almost always the first question. The interviewer wants a concise professional summary, not your life story. A strong answer covers three things in 60 to 90 seconds: where you are now (current situation or most recent experience), what you bring to this role (relevant skills or background), and why you're interested in this position. Practice it until it sounds natural.
"Why do you want to work here?" This tests whether you did your homework. Reference something specific about the company, their reputation, a product or service you use, or their culture as described in the job posting. Generic answers ("I'm looking for a great opportunity") register as indifference.
"Why are you leaving your current job?" Keep this positive and forward-looking. Acceptable answers centre on growth, a new challenge, or a closer fit with your goals. Never criticise a former employer, it raises red flags regardless of how justified your feelings are.
Character and self-awareness questions
"What are your greatest strengths?" Pick two or three strengths that are directly relevant to the role and back each one with a brief, specific example. For a retail position: "I'm reliable, I haven't missed a shift commitment in two years of volunteering." Vague claims without evidence sound hollow.
"What is your greatest weakness?" Choose a real, minor weakness, not a disguised strength ("I work too hard"), and show what you are actively doing about it. Example: "I used to avoid asking for help when I was stuck. I've been working on flagging problems earlier rather than spending too long on them independently." Honesty paired with self-improvement is the formula.
"Where do you see yourself in five years?" Interviewers are really asking: will you stay, and are you self-directed? Show ambition that is realistic for the industry. For a service role: "I'd like to move into a supervisory or training role as I build experience here." Avoid answers that suggest this job is a placeholder.
Behavioural questions: the STAR method
Behavioural questions ask you to describe a past situation to predict future behaviour. They typically start with "Tell me about a time when..." or "Describe a situation where..." Use the STAR structure: Situation (context), Task (your role), Action (what you specifically did), Result (what happened).
"Describe a time you dealt with a difficult customer or person." Describe a real scenario. Focus on how you stayed calm, listened actively, and found a resolution. Even if the outcome was imperfect, showing good process matters more than claiming a perfect result.
"Tell me about a challenge you faced and how you handled it." Pick something with a clear resolution. The interviewer wants to see that you identify obstacles, take action, and learn from the experience. School projects, volunteering, and sports all count as valid sources if you lack formal work history. For resume help, see how to write a resume with no experience.
Practical questions: availability and compensation
"What is your availability?" Answer specifically. "I'm available Monday to Saturday, 9 a.m. to 10 p.m., with Sunday available for opening shifts" is far more useful than "I'm flexible." If you have restrictions (school, caregiving, another job), state them clearly, misrepresenting availability causes problems after hiring.
"What are your salary expectations?" For entry-level roles in Ontario, anchor your range to the current minimum wage of $17.60/hr and what the role typically pays above that. Research the role on Indeed or Glassdoor before the interview. It is acceptable to ask, "Can you share the range budgeted for this position?" before committing to a number.
Questions employers cannot legally ask in Canada
Under provincial human rights codes (including Ontario's Human Rights Code), employers cannot ask questions that would reveal protected characteristics unless directly relevant to a bona fide job requirement. Prohibited areas include: age, marital or family status, religion, national or ethnic origin, disability, sexual orientation, and pregnancy.
Examples of illegal interview questions: "Do you have children?", "What country are you from?", "Do you have any medical conditions?", "What religion do you practice?" If asked, you are not obligated to answer. You may respond: "I don't believe that question is related to my ability to perform this role. I'm happy to speak to my qualifications."
If you believe you were discriminated against based on a protected ground, you can file a complaint with the Ontario Human Rights Tribunal (or the relevant provincial body). Documenting the question and context immediately after the interview is important if you choose to pursue this route.
Frequently asked questions
What is the most common first interview question in Canada?
"Tell me about yourself" is almost universally the opening question. Prepare a 60 to 90 second answer that covers your current situation, what you bring to the role, and why you are interested in this particular position. Practice it until it sounds natural, not memorised.
How do I answer "What is your greatest weakness" in a Canadian job interview?
Pick a real, minor weakness and describe what you are actively doing to address it. Avoid clichés like "I work too hard", interviewers see through them. Honesty paired with a concrete improvement effort is the formula that actually works.
What salary should I ask for at an entry-level job in Ontario?
Ontario's general minimum wage is $17.60/hr as of October 2025. Research the specific role on Indeed or Glassdoor to understand the typical range above minimum. It is reasonable to ask the employer to share their budgeted range before committing to a number.
What is the STAR method and when should I use it?
STAR stands for Situation, Task, Action, Result. Use it whenever a question begins with "Tell me about a time when" or "Describe a situation where." It gives your answer a clear structure and keeps you from rambling. Keep each STAR response to 90 to 120 seconds.
Can an employer ask if I have children during a job interview in Canada?
No. Questions about family status, childcare, pregnancy, or plans to have children are prohibited under provincial human rights codes, including Ontario's Human Rights Code. You are not obligated to answer and can redirect to your qualifications.