Email your resume and cover letter as one document with your name and the job title in the document title (Microsoft Word format) to hrdept@wcb.ns.ca by the posting deadline. In the subject line of your email, please quote the competition number on the job posting.

We do not have a general applicant pool at this time, and we ask that you apply directly to postings that suit your qualifications.

Once a competition closes, applications are screened and the hiring team will select qualified candidates to interview. Only candidates chosen for an interview are contacted. Interviews are set up by phone and/or email by a member of the HR team. 

Yes. Each year we hire students to join our organization for four (4) months (May – August). Available employment opportunities are posted on our website and with many Nova Scotia colleges and universities. To be eligible to apply, candidates must be enrolled in a post-secondary program in the following school year.

If selected for an interview, an invitation will be arranged by phone and/or email by a member of the HR team. If you require support or an accommodation during the interview process, please let us know and we will work with you to meet your needs. 

If there is an assessment component before or as part of the interview (for example, a presentation or technical test) you will be informed when you are contacted for the interview.

When you arrive for your interview, you will be provided with a quiet space to review the interview questions in advance, usually 15 to 30 minutes beforehand (we’ll let you know exactly how much time, depending upon the position). You are welcome to use this time to prepare, review the questions and make notes (you will be able to refer to this document during the interview).

Following the interview prep, we will escort you to the interview room and introduce you to the hiring panel. The panel typically consists of the hiring manager and an HR representative. A typical interview will take about 1 – 1.5 hours.

The panel will primarily ask behavioural-based interview questions based on the competencies that are required to be successful in the job. We may also incorporate situational or technical questions depending on the position.

Virtual Interviews

In most cases, interviews will take place in person. However, there may be times when a virtual interview is necessary (for example, inclement weather and driving safety concerns).

Here are some helpful tips to prepare for a virtual interview:

• Test your technology before the interview. Ensure your camera and microphone are working.
• Ensure your background is professional and that you will not be interrupted during the interview.
• Make sure that the device you are joining on is charged or plugged into a power source.
• Create a contingency plan (such as having another device ready that you can join from and having a way to contact the interviewer if something goes wrong).
• Dress as if it were an in-person interview.

Behavioural interviewing techniques involve asking candidates standardized questions about how you handled past situations that are similar to situations you may encounter on the job.

This style of interviewing is based on the premise that the best predictor of future performance is assessing examples of past performance. Many of these questions start with “Tell us about a time when...” or “Describe a time when...”.

These behaviour-based questions will relate to the competencies that are necessary to successfully perform the job (for example: Tell us about a time when you had to demonstrate your analytical skills?).

A competency is a set of knowledge, skills, and abilities that are required to successfully do the job.

Competencies include specific behaviours an individual carries out to succeed in their position (for example, Problem Solving, Conflict-Resolution, Communication, Analytical Thinking, etc..).

Preparing for an interview is an important step to being able to answer questions knowledgeably and comfortably, and project confidence. These tips can help you prepare for the interview.

Tips:

1. Review the job posting carefully by taking note of the skills, experience, and competencies included in the posting. This can provide you with clues about potential interview topics and questions.
2. Consider what competencies are required for the position and how you’ve demonstrated those competencies in the past.
3. Write down how you would answer these questions and practice your responses out loud.
4. When preparing your responses, consider the STAR method. The STAR method is one of the most effective ways to prepare for behavioral interview questions. STAR is an acronym, and your answer will be most effective and complete if you touch on all four aspects of STAR:

Situation: Describe the circumstances of the situation so the interview panel has context. Be concise.

Task: Specify your role within that situation. What was it that you were responsible for?

Action: Outline the steps you took to address the situation. What were your actions?

Result: Discuss the outcome of the situation and any lessons learned. What happened as a result of the actions you took?

After the interview, you will be provided with an opportunity to ask any questions you may have about the role or the organization, etc. The interview panel will provide you with more information about next steps and approximate timelines as to when you will hear the results of the interview/job competition.

The WCB Nova Scotia is committed to an inclusive recruitment process and workplace that is accessible and accommodating to individuals with disabilities and other protected characteristics to support their full participation in the recruitment process and workplace.

WCB Nova Scotia is an equal opportunity employer that is committed to working with job candidates and employees to request reasonable accommodation in a confidential manner.

To request accommodation, please contact the Human Resources team by email at hrdept@wcb.ns.ca. All information received will be kept confidential.