Canadian Tire Interview Questions
& Process

I had a screening call with a third-party recruiter. They left a voicemail asking me to call them back about a job I applied for. When I called, they told me the position and company, and that the call would be 15 minutes. The screening started normally, with questions about my salary expectation, location, and schedule. Then, they asked about my experience in a specific job duty. They stopped the interview and rejected me because I didn't have direct experience in that area, even though my resume should have made that clear. At the end, they tried to pitch me on their services to help me find a job and asked me to join a 15-minute virtual consultation to be matched with employers. The whole thing felt dishonest, like a sales tactic to funnel unqualified applicants into their placement services. Be cautious if you get a similar outreach.

The interview process for the Insights & Modelling Analyst role was pretty long, with a bunch of steps. It started with a written screening, then a technical test, followed by a case study where I had to submit a PPT. After that, there was a presentation round, and the final stage was an interview with the AVP. Honestly, it felt a bit messy. The technical assessment was not what HR told me it would be. They said it would be a mix of Excel, SQL, and programming (Python/SAS/R), but it turned out to be mostly SQL with a SAS question, which they never mentioned. So, preparing for it was tough. Then, HR told me the next step was behavioral, but I had to email them to confirm it was actually a presentation. This was the second time HR seemed confused about the process, which made me wonder about their internal communication. During my presentation, even though my PPT was already approved, I tweaked some content and formatting to make it clearer. The manager questioned if this was fair, even though there were no rules against it or set time limits for everyone. They also mentioned that seven people were presenting for this one role, and only three would move forward. It felt like they were just filtering a lot of people rather than finding the right fit. The panel only had the manager, and the whole thing felt disorganized, hinting at possible team issues.

After you submit your resume and cover letter, a recruiter or hiring manager will look at your application. If it looks like a good fit, they might give you a call or email for a quick chat. Then, there's usually a short phone call (about 15-30 mins) with a recruiter or HR person. They'll ask about your background, what experience you have, what you're looking to make, and when you can start. This is to see if you're generally a good match before they move you on. The first actual interview could be over the phone, video, or in person, and it might cover technical stuff or behavioral questions.

The interview process for the Next Generation Talent Program had three parts: an initial in-person meeting, a take-home case study, and a final in-person presentation. Everything was by invitation. Even though they said we could ask questions, they were super slow to reply, or didn't reply at all, even for basic stuff before the interview. The case study was kinda confusing and felt like they just wanted free consulting for a problem they already had. They also totally ignored the timeline they said they'd give us a decision by, and we heard nothing for way longer than we were told. On top of that, promises they made to us during the interview were just broken later on. The in-person meetings made it seem professional and welcoming, but then everything outside of that was a letdown.