The short answer: if you’re applying for a job in Canada from abroad, the interview itself is much like anywhere else: expect behavioral questions, often answered with the STAR method, and frequently a video call. What’s different is work authorization. Many employers need a Labour Market Impact Assessment (LMIA) before they can hire a temporary foreign worker, while others can hire you without one through the International Mobility Program, or if you already have an open work permit. Know your status, answer sponsorship questions honestly and simply, and focus the rest of the interview on what you’d bring to the job. Below is what an LMIA is, how to answer the questions about it, your rights, and the common questions.
This is general information, not immigration advice. Check Immigration, Refugees and Citizenship Canada (IRCC), or a licensed immigration consultant or lawyer, for your situation.
What an LMIA is
The Government of Canada says “a labour market impact assessment (LMIA) determines if the hiring of a temporary foreign worker will have a positive or negative effect on Canada’s labour market.” A positive LMIA confirms that no Canadians or permanent residents are available to do the job and that there’s a need for a temporary foreign worker.
Key points for candidates, from IRCC:
- “Most employers need an LMIA before they can hire a temporary foreign worker.” The employer applies, through the Temporary Foreign Worker Program run by Employment and Social Development Canada.
- After a positive LMIA, the employer gives you a copy of the decision letter and its Annex A (employment details), and you apply for a work permit.
- No LMIA is needed if you have an open work permit, and some jobs are exempt and can be filled through the International Mobility Program.
- The Global Skills Strategy lets employers hire some highly skilled workers with faster processing, with or without an LMIA depending on the job.
Why this matters in an interview: an LMIA takes the employer time and effort. Showing you understand the process, and whether your situation needs one, makes you easier to hire.
Answering work authorization and sponsorship questions
“Are you legally authorized to work in Canada?”
Answer accurately: for example, “I currently hold an open work permit valid until March 2028,” or “I’m not yet authorized; I would need an employer-specific work permit.”
“Will you require sponsorship?”
Be honest and brief, and show you’ve done your homework. Sample answer: “Yes, I’d need an employer-specific work permit. I understand that may require an LMIA for this role, unless it falls under an exemption. I’m happy to share my documents early and handle my side of the application quickly.”
“When could you start?”
Give a realistic range that includes permit processing and relocation, and say you’ll keep them updated.
Don’t misrepresent your status; it can cost you the job and cause problems with your application.
What employers shouldn’t ask
For federally regulated employers, the Canadian Human Rights Act lists prohibited grounds of discrimination: “race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability” and a pardoned conviction. Most other employers are covered by provincial or territorial human rights codes with similar grounds. Asking whether you’re legally entitled to work in Canada is generally acceptable; questions about your nationality, religion or family plans are not.
“Canadian experience.” The Ontario Human Rights Commission’s position is that “a strict requirement for ‘Canadian experience’ is prima facie discrimination” and can only be used in very limited circumstances. If an interviewer raises it, focus on how your experience transfers: the skills, tools, standards and results that apply directly to the job.
Common interview questions in Canada
- “Tell me about yourself.” A short professional story ending with why this role in Canada. See tell me about yourself.
- “Why do you want to move to Canada / work for us?” Talk about the role and the company first, then the move. See why do you want to work here.
- Behavioral questions (“Tell me about a time you…”) using the STAR method.
- “How would you adapt to a new workplace culture?” Give an example of adapting to a new team, country or way of working.
- “What are your salary expectations?” Research pay for the occupation and region (Job Bank’s wage reports compare wages by occupation and location), and answer in Canadian dollars. See salary expectations.
Interviewing from abroad
Most first interviews with international candidates are by video. Confirm the time zone in writing, test your setup, and keep your documents and a short summary of your status nearby. See our video interview guide, and if you’re interviewing in your second language, our guide to job interviews in English.
Frequently asked questions
What is an LMIA?
Does every employer need an LMIA to hire me?
How should I answer "Will you require sponsorship?" in a Canadian interview?
Can a Canadian employer require Canadian experience?
What can't employers ask in a Canadian job interview?
Sources
- Immigration, Refugees and Citizenship Canada, Find out if you need a labour market impact assessment. Read on 1 October 2026.
- Employment and Social Development Canada, Hire a temporary foreign worker with a Labour Market Impact Assessment. Read on 1 October 2026.
- Canadian Human Rights Act, section 3. Read on 1 October 2026.
- Ontario Human Rights Commission, Policy on removing the “Canadian experience” barrier. Read on 1 October 2026.
- Job Bank, Compare wages. Read on 1 October 2026.
