Job Seeker Hub

A staffing firm gives you another way to access opportunities and support throughout your job search. Recruiters connect you with employers who are actively hiring, including for roles that may never be publicly posted. Because they work closely with hiring managers, they often have insight into what employers are really looking for and where your experience could be a strong fit.

They can also help you put your best foot forward by reviewing your resumé, preparing you for interviews, sharing feedback and advocating for you directly with employers. And because the employer pays the staffing firm, this support comes at no cost to you.

No. Recruiters working on employer mandates are paid by the employer, not by you. If anyone ever asks you to pay a fee to access job opportunities, to be considered for a role or to have your resumé reviewed, be cautious. That’s a red flag for a potential job scam. Legitimate staffing agencies in Canada do not charge candidates any fees. At Altis, working with us is completely free for job seekers.

Learn more about spotting job scams and how to protect yourself.

The terms are often used interchangeably, but they mean slightly different things.

A staffing firm is the organization that connects candidates with employers for temporary, contract and permanent opportunities. A recruiter is the person who works with you throughout the hiring process — learning about your experience, matching you with relevant roles and helping you prepare for conversations with employers.

“Headhunter” is a more informal term for a recruiter who proactively reaches out to candidates about a specific opportunity, often for a senior, specialized or hard-to-fill role.

At Altis, our recruiters do all of the above. They build relationships with candidates, match people with open roles and proactively connect with professionals whose experience may be a strong fit.

An ATS, or applicant tracking system, is software employers use to collect, organize and search job applications. When you apply online, your resumé will often be processed by an ATS before a recruiter reviews it.

To make your resumé easier for both the system and the recruiter to understand, use clear language that reflects the job posting where it genuinely matches your experience. Keep the layout clean and straightforward, use standard section headings and avoid relying heavily on tables, text boxes, graphics or important information placed in headers and footers.

Always follow the application instructions and submit your resumé in the requested file format, usually a Word document or PDF. The goal is not to “trick” the system — it’s to make your relevant skills and experience easy to find.

Tip: Avoid hiding extra keywords in white text or placing them where they cannot be seen. Recruiters and hiring systems may still detect them, and the tactic can raise concerns about honesty or even lead to your application being rejected. Only include keywords that genuinely reflect your skills and experience and work them naturally into your resumé.

A temporary role fills a short-term need, typically to cover leave or a busy period. It has a defined end date, and the staffing firm is your employer for the duration.  

A contract role is similar but usually longer in duration or tied to a specific project. Again, the firm typically acts as your employer of record.  

A permanent role has no defined end date, and you become a direct employee of the organization with full benefits and employment protections from day one. Some contract roles can convert to permanent positions based on performance and business needs.

A screening interview with a recruiter is different from an interview with an employer. It is an initial conversation to learn more about your experience, what you are looking for and the types of opportunities that may be a good fit.

Your recruiter will likely ask about your work history, skills, career goals, availability, location or work arrangement preferences and salary expectations. It is also your chance to ask questions and share anything that may be important to your search.

Be open and honest about what you want from your next role. The better your recruiter understands your priorities, the better equipped they will be to connect you with suitable opportunities. When your experience matches a current opening, they will reach out to discuss the role and possible next steps.

Negotiating through a recruiter is actually easier than negotiating directly with an employer in many ways. Your recruiter acts as an intermediary who can have conversations with the hiring manager on your behalf.  

Share your expectations honestly with your recruiter before an offer is made so they can manage expectations on both sides. Once an offer comes in, tell your recruiter what you’re thinking before you say anything to the employer directly. They will advise you on whether the ask is reasonable given the market and the role and handle the conversation in a way that protects the relationship.  

As of January 1, 2026, Ontario employers with 25 or more employees are required to include a salary range in publicly advertised job postings for roles paying up to $200,000 annually. The range cannot be wider than $50,000. A posting from a covered employer that does not include a salary range is now a compliance issue on their part.  

Pay transparency also gives you better information going into negotiations, since you know where the employer has set their budget before the conversation begins.

As of January 1, 2026, Ontario employers with 25 or more employees must disclose when they use artificial intelligence to screen, assess or select applicants for a publicly advertised role.

If you see this statement, it means an AI-powered tool may be used at some point in the hiring process. For example, it could help organize applications, identify relevant qualifications or assess responses. It does not necessarily mean a person will not review your application.

Focus on making your resumé clear and easy to understand. Use specific language from the job posting where it accurately reflects your experience, clearly describe your skills and accomplishments and avoid trying to manipulate screening tools with hidden or unrelated keywords.

At Altis, every application is reviewed by a human recruiter. Technology may support our process, but it does not make hiring decisions on its own.

In some cases, yes. As of January 1, 2026, Ontario employers with 25 or more employees must follow up with candidates interviewed for a publicly advertised Ontario position.

The employer must let you know whether a hiring decision has been made within 45 days of your interview, or your most recent interview if you had more than one. This does not necessarily mean they must explain the decision or provide feedback, only confirm whether a decision has been made.

The requirement does not apply to preliminary screening conversations held before candidates are selected for an interview, positions that were not publicly advertised or employers with fewer than 25 employees. An interview may take place in person, by phone or by video and can be conducted by the employer or someone acting on its behalf, such as a recruiter.

Generally, no. As of January 1, 2026, Ontario employers with 25 or more employees cannot include a Canadian experience requirement in a publicly advertised job posting or its associated application form.

Employers can still ask for relevant skills and experience, but they cannot require you to have gained them specifically in Canada. Experience from another country should be considered based on how well it prepares you to do the job.

Employers may also ask whether you are legally entitled to work in Canada and require a valid license, certification or professional designation when necessary for the role. However, these are different from requiring general Canadian work experience.

Altis is a recognized Canadian brand and unfortunately that means we are occasionally impersonated by scammers. A few quick checks can help you confirm that you’re speaking with a legitimate member of our team.

Altis recruiters contact candidates using email addresses that end in @altis.com. Always check the full sender address, not just the display name.

We will never ask you to:

• Pay a fee to apply for a job or secure a placement
• Purchase equipment, gift cards or other items
• Deposit a cheque and return part of the money
• Share banking information before a placement is confirmed and the proper onboarding process has begun

Be cautious of unexpected messages, unusually urgent requests or offers that seem too good to be true. If anything feels off, do not use the contact information provided in the message. Visit altis.com directly to find our official contact information and verify the opportunity with our team.

A T4 is the tax slip issued by your employer at the end of the calendar year summarizing your employment income and the deductions taken from your pay, including income tax, CPP contributions and EI premiums. When you work through a staffing firm on a contract or temporary placement, the firm is your employer of record, which means your T4 will come directly from them, not from the organization where you worked day-to-day. If you worked through Altis during the calendar year, your T4 will come from Altis.

Possibly, but it depends on the terms of both contracts.

Some agreements include exclusivity, confidentiality or conflict-of-interest clauses that may limit your ability to work for another organization, particularly in the same industry or with a competitor. Government contracts may also require you to disclose any other active engagements.

You should also consider whether the schedules overlap and whether you can meet the expectations of both roles without affecting your availability or performance.

If you are currently working on a contract through Altis and are considering another opportunity, please speak with your recruiter before accepting it. We can review your current arrangement and help you understand any restrictions or potential conflicts.

A temporary assignment to a higher-classified position, most commonly used in the federal government. Acting appointments come with acting pay, which is the higher rate attached to the position you are temporarily filling. Entitlements vary by collective agreement.

Software that employers use to collect, filter and manage job applications. When you apply online, your resumé is typically read by an ATS before a human reviews it. Using clear, specific language from the job posting in your resumé improves your chances of making it through the initial screen. Avoid using tables, text boxes, images or columns that some systems cannot read properly.

A status you can set on job platforms and with your recruiter to indicate you are actively looking for work. Keeping this status current and letting your recruiter know when your availability changes ensure you’re not missed when a relevant role comes in.

A review of your personal history conducted before a placement is confirmed. In Canada, background checks typically include identity verification, a criminal record check and confirmation of your employment and education history.  

For government and security-cleared roles, checks are more thorough and take longer.  

An interview format built around real past experiences rather than hypothetical situations. Questions typically start with phrases like “tell me about a time when...”  

The STAR method, which stands for Situation, Task, Action and Result, is the most reliable way to structure your answers. Prepare specific examples before any interview.

Ontario legislation that came fully into effect on January 1, 2026, and introduced new protections for job seekers. As a candidate, the changes most relevant to you are: employers with 25 or more Ontario employees must include a salary range in publicly advertised job postings for roles paying up to $200,000; employers must disclose if AI is used to screen or assess applicants; postings must state whether the role is an existing vacancy or a future opportunity; employers cannot require Canadian work experience; and after an official interview, employers must notify you whether a hiring decision has been made within 45 days.

An informal term used in the federal public service for moving from a contract or term position into a permanent or indeterminate appointment. This can happen through a competitive process, a non-advertised appointment or conversion under departmental policy.

In the federal public service, casual employment is a short-term arrangement of up to 90 working days per calendar year in a single department. Casual workers are not covered by the Public Service Employment Act in the same way as term or indeterminate employees.  

In the broader labour market, casual work typically refers to irregular or on-call arrangements without a guaranteed number of hours.

A position with a defined end date or scope of work. In a contract role, the staffing firm is typically your employer of record rather than the organization where you’re working. Contract roles often pay a higher hourly rate than equivalent permanent positions to account for the absence of benefits.

A hiring arrangement where you begin in a contract capacity with the possibility of transitioning to permanent employment based on performance and business needs. Also called temp-to-perm. A good way to assess fit on both sides before committing to a permanent role.

A written document submitted alongside your resumé explaining your interest in a specific role and why your background is relevant. A strong cover letter is specific to the organization and the role. It is not a summary of your resumé. Think of it as the answer to why you, why this role and why now.

A federal program providing temporary income support when you lose your job through no fault of your own, when you’re sick or when caring for a newborn or seriously ill family member. Eligibility is based on insurable hours worked in the qualifying period. If you are employed by a staffing firm as an employer of record, your hours are typically insurable. If you are engaged as an independent contractor, you may not be accumulating insurable hours.

The legal employer responsible for your payroll, tax remittances and compliance with employment standards. In many contract and temporary placements, the staffing firm is your employer of record, not the organization where you work day-to-day. This affects things like who issues your T4, whose policies apply to you and who you contact with employment-related questions.

Provincial and territorial legislation setting minimum requirements for wages, hours of work, overtime, vacation, public holidays, leaves of absence and termination notice. In Ontario, the Employment Standards Act governs most of these areas. Your rights under employment standards apply whether you’re a permanent employee or a temporary or contract worker employed through a staffing firm.

Authorization from the Government of Canada allowing access to classified or sensitive information. Clearance levels include Reliability Status, Secret and Top Secret. Many federal contract roles require an active clearance or the ability to obtain one. Altis specializes in placing candidates in security-cleared roles across Canada.

An informal term for a recruiter who proactively approaches candidates for specific roles rather than waiting for applications.

The amount paid per hour worked in a contract or temporary role. Your hourly rate as a contractor is typically higher than an equivalent salaried employee rate because it accounts for the absence of benefits, vacation pay and other entitlements that permanent employees receive.

An informal conversation you arrange with someone working in a field, role or organization you’re interested in. It’s not a job interview or a direct request for employment. Instead, it’s an opportunity to learn from their experience, explore a potential career path and build a meaningful professional connection.

Approach it with the same preparation and professionalism as a formal interview. While it may not lead to an immediate opportunity, it can help you grow your network and stay top of mind when a relevant role opens.

A formal proposal from an employer offering you a role. A verbal offer is not a binding contract. A written offer letter outlining your title, salary, start date, benefits and any conditions of employment is what you need before you resign from your current position. Read it carefully before signing.

An online platform where employers post open roles and candidates submit applications. Altis maintains its own job portal at jobportal.altis.com where all current opportunities are listed.

The conversation between you and an employer about the terms of a job offer. Salary is often the main focus, but you can also discuss vacation, your start date, work arrangements, signing bonuses or other benefits. Negotiation is a normal part of the hiring process and is often expected. It’s most effective when you know your priorities and can explain your request clearly.

If you’re working with a recruiter, share your expectations early, before an offer is made. Your recruiter can help you understand what may be realistic for the role and the market, and in many cases, can negotiate with the employer on your behalf.

The time between formally resigning from a job and your final working day. Your required notice period may be outlined in your employment contract or workplace policies, so review them before choosing a resignation date.

Giving the appropriate notice helps you leave professionally, support a smoother transition and maintain a positive relationship with your employer.

A written document from an employer formally confirming the terms of your employment, including title, salary, start date, benefits and any conditions. Read this carefully before signing.

A working arrangement where you are available to work when needed rather than on a fixed schedule. Common in healthcare, event staffing and some administrative roles. Check your offer letter for the specific terms, including whether you are paid for being on-call or only for hours actually worked.

The practice of disclosing salary ranges in job postings. As of January 1, 2026, Ontario employers with 25 or more employees must include a compensation range no wider than $50,000 in publicly advertised job postings for roles paying up to $200,000 annually. This gives you better information before you apply and a stronger starting point for salary negotiations.

A position with no defined end date where you become a direct employee of the organization. Permanent roles typically include benefits, vacation entitlement and the full protections of applicable provincial employment standards legislation.

Learn more: altis.com/find-work

A job posting for a future vacancy rather than a role that is open right now. As of January 1, 2026, Ontario employers are required to state in publicly advertised postings whether the role is for an existing vacancy or a future opportunity. Applying to a pipelining posting means you may not hear back quickly because the role has not opened yet.

When a recruiter successfully matches you with a role and you accept. If you are placed by Altis, your recruiter remains your point of contact throughout the assignment.

A defined period at the start of a new role during which performance is assessed and notice requirements may be shorter than standard. In Canada, probationary periods are typically three to six months depending on the province and the employer. Check your offer letter for the specific terms.

A person who can speak to your professional abilities and character when contacted by a potential employer. References should be former managers or colleagues who know your work directly. Always ask someone before listing them, give them context on the role and let them know when they might be contacted to provide a reference for you.

The baseline security clearance required for most federal government positions. It verifies your identity, checks your criminal record and confirms your employment and education history for the past five years.

A document summarizing your work experience, education and skills. In Canada, a resumé is typically one to two pages for most professional roles. Tailor it to each application rather than sending the same document everywhere. Specific, relevant language from the job posting should appear naturally where it accurately reflects your experience.

An initial conversation with a recruiter before being introduced to an employer. The purpose is to understand your experience and assess whether the role is a genuine fit. Treat a screening interview with the same seriousness as a client interview. First impressions matter and a good recruiter is assessing more than just your resumé.

An approach that evaluates candidates on what they can demonstrably do rather than credentials or job history alone. If you are changing careers or have non-traditional experience, skills-based hiring works in your favour when you can articulate your capabilities clearly and back them up with specific examples.

The interpersonal and communication abilities that shape how you work with others, including active listening, adaptability, clear communication, problem solving and the ability to manage your time and your emotions. Soft skills are harder to teach than technical skills, which is exactly why employers pay attention to them. In an interview, they show up in how you answer questions as much as what you say. A recruiter can help you identify and articulate the soft skills you already have so they land clearly with a hiring manager.

The tax slip issued by your employer at the end of the calendar year summarizing your employment income and deductions. When you work through a staffing firm on a contract or temporary placement, the firm is your employer of record and your T4 comes from them, not the organization where you worked day-to-day.

A group of pre-screened candidates maintained by a recruiter for consideration when relevant roles arise.

See Contract-to-Permanent.

A record of hours worked submitted by a contractor or temporary employee for payroll processing. If you are on a contract through Altis, your timesheet process will be explained by your recruiter at the start of your placement.

The steps used to confirm that a candidate’s skills, experience and qualifications align with the requirements of a role. At Altis, validation may include recruiter interviews, reference checks, skills assessments and other role-specific screening. It adds another layer of insight beyond the resumé and helps employers make more informed hiring decisions.

A series of Ontario legislative changes introduced between 2021 and 2024 that progressively updated the Employment Standards Act and other employment legislation. Key provisions affecting job seekers include the ban on requiring Canadian experience in publicly advertised job postings, pay transparency requirements, the 45-day candidate notification rule, mandatory disclosure of AI use in hiring and expanded rights around non-compete agreements.