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 various 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:
If you are a current employee:
- All employees, regardless of internal status, will apply through the internal portal housed within the Jobs Hub on Workday or through the Employee Opportunities section of the Careers website.
- Check out the Job Hub Demo for Current Waterloo Employees.
If you are an external applicant:
- Create a profile account 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.
- 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 provides 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
The highest or most relevant education stated on your resume will be verified. Please ensure your education is accurately reflected on your resume (e.g. if you have completed vs partially completed your studies, or they are 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 current Collective Agreement: CUPE 730.
- 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