Recruiting and selecting the right people is key to the continued success of the Halton Regional Police Service. Our structured selection processes are designed to ensure that all hiring is free from bias and discrimination, and that the best people are hired on the basis of merit.
The Halton Regional Police Service is an equal opportunity employer.
The HRPS' recruitment process for civilian employees is determined on a position-by-position basis and is dependant upon the specific job requirements.
A general overview of the selection process is as follows:
Initial screening is conducted using a job-specific test that measures a candidate's primary knowledge, skills and abilities necessary to successfully perform the functions of the job being filled. This may include written and/or practical assessments such as keyboarding tests.
For certain positions such as Communicators, applicants are required to undergo specialized testing such as Critical Call Program.
A panel interview based upon the essential competencies identified for the position is conducted. Applicants must demonstrate that they possess the essential competencies for the position in question.
Certain positions require additional testing for candidates who have been successful in the previous stages of the selection process.
The position of Communicator, for example, requires that incumbents be able to hear all information via radio and/or headset. Audiograms are conducted to ensure that candidates meet the necessary hearing requirements.
Certain positions within the organization may also require psychological assessment.
Background and security clearances include a check of criminal history, references, verification of educational qualifications and employment history.
Civilian vacancies are filled via a competition system. Therefore, the candidate who demonstrates the best overall suitability during the selection process will be offered the position.