Navigate the application process: Understand the job advertisement

Learn about applying to the department, what information is on a job advertisement and what different terms mean.

On this page

• About applying to the department
• Information on a job advertisement
• Glossary of terms

About applying to the department

Fisheries and Oceans Canada and the Canadian Coast Guard post job advertisements that are unique to each position. If you’re interested in applying, it’s important to read the full advertisement, as the requirements for positions vary. 

Hiring managers are looking to find the right candidate for the right job at the right time. Make sure your application follows the instructions listed on the advertisement. The hiring managers won’t request additional details if you haven’t provided enough information.

Information on a job advertisement

We provide information in our job advertisements in a standard format to make it easier for potential applicants to identify important information.

There are many sections on a job advertisement that help you evaluate if you’re a good fit for the position, including:

• who can apply, which explains who’s eligible for the position, such as:
• Canadian citizens
• permanent residents
• current employees of Fisheries and Oceans Canada
• important messages, which may be included to provide extra information on how to apply 
• intent of the process, which explains:
• why we’ve posted the position
• the number of positions we’re staffing
• the future use of the results
• information you must provide, which gives specific instructions to follow when applying to avoid being screened out (not considered)

Essential qualifications

All job advertisements include a section that says: ‘In order to be considered, your application must clearly explain how you meet the following (essential qualifications).’ You should not submit an application if you don’t possess all of the criteria listed.

This is the criteria that you must demonstrate in your application, which may include:

• your resume, which should reflect that you meet the required experience 
• a cover letter with examples of how you meet the essential criteria
• responses to questions related to your experience

Provide details in your application on your top accomplishments related to these criteria. You should also prepare explanations relating to these criteria in case hiring managers ask you questions for each criterion to obtain more information about your experience.

Other qualifications

Some advertisements include a section that says: ‘if you possess any of the following, your application must also clearly explain how you meet it (other qualifications).’ This usually includes other criteria, such as:

• education
• experience
• certifications

While these criteria aren’t essential, they’re considered an asset. If you meet any of the criteria, identify this in your application as we may use this information when evaluating applications. These criteria may also be used to limit the number of candidates to be considered.

Qualifications assessed at a later date

Criteria identified as ‘applied / assessed at a later date (essential for the job)’ will be evaluated during your assessment. However, you don’t need to explain how you meet these criteria in your application.

Criteria identified as ‘applied / assessed at a later date (may be needed for the job)’ are those that may be considered at a later date. They aren’t required for the job but would be considered an asset. You don’t need to explain how you meet these criteria in your application.

Conditions of employment

The conditions of employment are the requirements you must meet and maintain throughout your employment if you’re appointed, such as:

• a security clearance
• a valid driver’s licence
• willingness to:
• work overtime
• travel for work
• work specific hours

Other information 

The ‘other information’ section includes additional information about the staffing process.

Glossary of terms

Definitions of some terms in the job advertisement may be unfamiliar to you.

• Accommodation

  Accommodation removes obstacles that the method of testing presents. It doesn’t modify the nature or level of the qualification that we’re evaluating.

  Inform the contact provided on the job advertisement if you’ll require accommodations during the hiring process.

• Anticipatory

  An anticipatory staffing process is meant to meet future needs in the organization. There’s typically no vacant position when the process is launched.

• Bilingual imperative or non-imperative

  Bilingual positions require the use of both English and French. A bilingual imperative appointment process means that a person must meet the language requirements at the time of appointment.

  For bilingual positions, there are 3 second language skills:

  • reading
  • writing
  • oral interaction

  We use linguistic profiles to identify the level of proficiency required for each language skill in both official languages. There are 3 possible levels that we may require:

  • Level A (beginner)
  • Level B (intermediate)
  • Level C (advanced)

  Certain positions may require specific language proficiency gained through specialized training (code P), such as a translator position.

  If bilingual imperative is listed under the essential qualifications, you must be able to read, write and speak in both English and French. We’ll evaluate your official language proficiency as part of the assessment process.

  A non-imperative appointment process allows a manager to hire someone who agrees to become bilingual through language training at government expense within a 2-year period.

• Pool of qualified candidates

  The term ‘pool’ identifies the candidates that have been deemed fully or partially qualified in a selection process

• Tenure

  Tenure refers to the period of employment for positions that are:

  • indeterminate, which is for an indefinite (permanent) period
  • term (or specified term), which is for a fixed duration with a specific start and end date