Home Employment How to win the interview and get the job: even if you are new to the country
How to win the interview and get the job: even if you are new to the country

How to win the interview and get the job: even if you are new to the country

Let me tell you about my friend Mary.

She is a very qualified accountant from Cameroon and has her CPA designation that puts her at the highest level of qualified accountants in Canada. For almost two years she has been single mindedly trying to find work in her field. She perfected her resume and wrote cover letters that were so good you could have framed them. She found wonderful Canadian references to send potential employers to. And in spite of the down economy, Mary was very successful at getting interviews. But she just couldn’t land the job. What was it? She asked herself this question every time and was getting increasingly discouraged.

I asked Mary to talk me through her last interview so I could see what was happening and suggest some tips. As Mary explained her last interview, it was pretty clear to me why she didn’t get the job. These are the strategies I suggested to her that might be helpful to you or someone you know too:

  1. Get to know the company in advance: Get specific about the company that is interviewing you and find out as much about the company as you can in advance of the interview. Then formulate three strong questions that show what you know and are sincere about what you would like to find out.
  2. Consider how you can help them rather than how they can help you: Think about what the company needs and frame your responses to show how you can respond to those needs rather than trying to impress them with your skills. Remember that they are looking for a “fit”, so you need to warm them up to you in ways they can imagine themselves working with you over the long term. Be personable – they are trying to get a feel for your interpersonal skills, they can already see you have the technical expertise. If they have technical questions, they will ask them or test you on them.
  3. Frame a weakness as a strength: Respond to the tricky behavioral question, “What would you say is one of your weaknesses?” by showing how you overcame an obstacle at work by being aware of your weaknesses. Explain how you go “beyond the call of duty” even when it is difficult. This shows you as solution focused and capable. To let the interviewers see how you will fit in, explain how you work with a team to compliment each other’s strengths.
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  4. Deal with the accent issue up front: Start the interview by naming your accent, so they get that issue out of their minds and focus on your skills. Try something like, “You probably noticed my accent. I’m from ________. My accent has not stopped me from being a capable accountant, understanding my colleagues or working with clients. For example….” Then tell them a short example that highlights one of your skills that can be explained in a couple of sentences.
  5. Overcoming racism from the interviewer: Racism can show itself in many ways, but basically it comes in a couple of formats. One is the blatant racist; you can recognize this in an instant because it feels terrible. The other is the person who simply has not had much experience with people of a different colour. If you sense that your interviewer is showing the first kind of racism, it is best to just get through the interview and leave without any expectations. You don’t want to work in a place where people are like that anyway. Stay strong in your belief that the right job with the right kind of workforce is out there and you will get to it; this one job is not the only “fish in the sea”. The second kind of racism is ignorance based. In most cases, your approachable and warm attitude combined with your expertise will win them over. Approach the situation as an opportunity to educate and attract. Usually you attract more flies with honey than vinegar so give them every reason to love you – because you ARE lovable and capable.

OK so now you are probably wondering what happened to Mary and her next interview, right? Here is the rest of the story.

A week after my conversation with Mary she had another interview and she followed all, I mean ALL my tips. She was confident, warm, had researched the company and prepared excellent questions and she overcame the panel’s hesitation about hiring her by addressing her accent head on. They loved her. In fact one of the interviewers who herself had an American accent said she really liked what Mary had said because she herself had experienced accent prejudice when she was job seeking.

Then they asked Mary why she was applying for a lower level job when she was such a highly qualified accountant. Mary answered that when she works in a new company she likes to be on the ground level working with the immediate issues so she can get a better picture of the whole company. They were sold and offered her the job the next day.

So what can you take away from Mary’s story?

Preparing yourself for an interview in Canada is not so much about your technical expertise as how you warm the interviewer(s) to you and show how you would fit in to your future workplace. Approach the interview with the attitude that your strengths can help meet the employer’s needs. For the behavioural questions and the accent issue, find ways to honestly show your vulnerability because this draws people to you – but don’t stay there – bring the interview around to how you bring solutions to problems and strengths to weaknesses. If you experience racism of the “not much experience with people like me” kind, treat it as an opportunity to educate. And finally, if you are seeking an entry level or lower level job than what you are qualified for, have an answer for why because this is a big question in many employer’s minds.

Marie Gervais

marie-gervaisMarie Gervais, PhD, CEO, Shift Management Inc. is a business to business entrepreneur who specializes in helping employers train their supervisors to lead, get their workplace learning online and interactive, coach for performance, and conduct team assessments to figure out who to promote and how. She has a background in integration of internationally trained individuals to the workplace and has supported many businesses in their efforts to hire, retain, support and promote immigrant and diverse employees.


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