The Leaders Collective (L.C.) is the premier student leadership club at Earl Haig Secondary School. Comprising six committees, one executive council, and a membership of 200 students, more than 40 events fall under its purview each year. Some—like orientation day, graduation ceremony, parent-teacher interviews, and photo days—are necessitated by and for the running of a school cycle. Beyond ancillary functions, the executive council organises student workshops, programs, and events, which aim to support and enrich the student experience at Earl Haig.
This article shares information on the council's roles and objectives. In addition, the following advice is for future generations interested in applying to become an executive member. All advice is the author’s opinion, pulled from experience as an executive and Selection Committee member at the time of writing. To learn more about the club, visit the “L.C. Consitution” linked in the Instagram bio (@earlhaiglc).
Foreword
Each year, the executive recruitment season begins in spring: “Round 1” in early April, when prospective candidates are asked to submit a resume, cover letter, and two teacher recommendations. During “Round 2,” interviews are conducted over a two-week period, after which successful candidates are offered a term on the council.
The Selection Committee administers the selection process. It is comprised of graduating executive members and the club’s two staff sponsors, forming L.C.’s “Human Resources.” On average, the committee screens around 70 applicants for 20 coveted spots. In other words, competition for a seat on the council is high. As a result, every year, the committee must overlook many qualified applications on the basis of a few factors: Round 1 submission components, interview strength, and overall fit.
Of these three pillars, the one “making or breaking” the application is the 15-minute interview. Below are four actionable tips for acing the L.C. interview.
Tip 1: Research the position
L.C. benefits from its bureaucratic organisation; committees delineate which tasks are assigned to an executive. In summary, the six committees are Administration, Events, Opportunities, Programs, Promotions, and Special Projects. Written in the club’s 9-page constitution, each committee separately organises events, administers General Members, and follows “success criteria” within the grand scheme of duties. Every committee has a Coordinator(s)-Assistant(s) leadership structure.
What are the responsibilities of the Programs Committee? What sets Programs apart from Opportunities? What initiatives does (or might) the Programs Committee organise? If applying to a Programs role, consider these questions before entering the interview room. Once inside, the interviewing panel will ask questions requiring a solid comprehension of the committee’s events, responsibilities, and culture. In other words, understand the singularity of each committee — what makes it special?
Author’s recommendations: Attend the Resume and Interview Workshop held every year in March. Review the L.C. Constitution, which outlines the specific duties under each committee and position. This document is linked on the Instagram bio @earlhaiglc. Throughout the year, ask questions to current executives in the position. Volunteer at events and receive updates through the L.C. Discord.
Tip 2: Strive for authenticity
With the exception of two diligent staff members, the interviewing panel consists primarily of Grade 12 students, people with similar experiences attending the same school. In this vein, successful interviewees often form positive and meaningful “student-to-student” connections. Like an English class oral mark, the delivery is equally important as the content.
Honesty and authenticity are proven to generate genuine conversations. Strive for a professional voice that mixes with emotion. Inflexion, pacing, and pauses when appropriate upstage a dull “flatline” voice, no matter how compelling the content may be via the latter. Channelling a personality through each response indicates to panellists that a candidate is forthcoming, genuine, and human above all else.
Author’s recommendations: Support statements with anecdotes; tell stories to illustrate hard and soft skills. Inside a panellist’s mind, these real-life examples can provide testimony to whichever traits the candidate wishes to highlight. Stories foster engagement — generic interview answers memorised off Reddit do not.
Tip 3: ‘Get clever’ with the ‘creative’ question
L.C. infamously uses the creative question to shatter the invisible, Plexiglass walls that can sometimes form between the interviewee and the panel. (These situations can be avoided; review Tip 2.) Although the creative question cannot harm a candidate’s prospects, it can be used to one’s advantage.
Unlike other interview questions, which garner the occasional generic response, the creative question invites the respondent to interpret freely. Similar to a creative writing prompt: humour, flaky rationale, and imagination are encouraged. As long as nothing barbaric is said, the creative response is an easy way to leave an impression by answering with an original, lighthearted, and even comedic response.
Author’s recommendation: Don’t be stressed; take the chance! Interviewers prefer something fun over “professional.” Reserve and embody pragmatism for the crisis management question(s), less so for the creative question.
Tip 4: Be realistic
Circumstances differ by year, but typically, L.C. receives a surplus of qualified applications. Amongst the applicant pool are current executive members, who are obligated to re-apply. Notably, these “seasoned” candidates benefit from an incumbency advantage; it is highly probable that those already on the L.C. executive retain a position the following year.
Two years ago, around 100 applicants applied for 20 roles. Given roughly 10 incumbent applicants who were re-admitted, the applicant-to-position ratio for newcomers realistically sits at around 10:1. When ranking interest for available positions, a prudent applicant considers the key distinctions between the “coordinator” and “assistant” roles. Why? Exceptions to the “one coordinator, two assistants” custom are uncommon; on average, L.C. committees are capped at two coordinators and two assistants. Priority for coordinator positions is given to incumbent executive members, for instance, an assistant from the same committee who is applying to become coordinator.
In this way, L.C.’s hiring strategy mirrors that of a business. One of the council’s objectives is to offer its members opportunities for “growth and advancement.” For applicants who are in Grade 11 at the time of applying, it is best to highlight unique experiences and the advantages of seniority. On the flip side, for younger applicants in Grade 9, it is best to demonstrate potential and an “appetite” for growth.
Epilogue; Personal Addendum
As someone who has tearjerkingly experienced interviews and applications in the past—and now, as I head off to Commencement thinking, “It’s only just begun?!”—I understand the immense pressure and sense of solitude that can trickle down from the hustle culture. Yet, this culture is twofold. These past four years have shown me that, above all else, seeking opportunity blueprints a prophecy for success. In saying so, I write my article to reinforce faith in personal prophecies. Through my own, I have learned that short-term outcomes do not determine the long-term.
Now, truthfully, for those experiencing a similar mini-identity crisis I had in Grade 11, I would lay my sights on the “Corner Café” establishment that perches on Yonge and Kingsdale. As a loyal customer, I testify that this cafe has undergone three rebrandings in the past three years, possibly more than four interior renovation projects. I have seen names, logos, and menus change; their entire customer base has shifted from budget sushi-enjoyers to rich waffle-loving board gamers. (Today, the same establishment is a board game cafe!)
As Haigers, we not only have Yonge Street to run to when feeling lost: we also have each other. Empathy weaves together the community, and I thank both L.C. and Earl Haig for having shown me that.