Recruit Candidate

1- Request for Application - in writing with resume and cover letter (please provide your entire address i.e. postal code) which demonstrates how the candidate meets the basic requirements. As a result, one of the following 3 will occur; the candidate will receive an application package; the candidate will receive a letter indicating that they are not competitive at this time; or the candidate will be asked to come in for a pre-screening interview.

2- Pre-screening Interview (Optional) - with the Recruiting Officer. The interview assesses whether the candidate should receive an application package. This optional interview occurs when the recruiting officer reads the resume and feels the candidate may have potential but the information may not be articulated in the resume.

3- Submission of Complete Application Package - MUST include all requested documents as outlined in the application package. Incomplete packages will not be processed.

4- Review of Application Package - by members in the Human Resources Department.

5- Language Proficiency Index Examination - This exam is administered at universities and colleges throughout B.C. For more information on the exam, dates and locations it is administered, please refer to their website at http://www.ares.ubc.ca/LPI/index.html We strongly encourage candidates to obtain the study material. A Level 5 is required to continue in our process.

6- Physical Testing - P.O.P.A.T (Police Officer's Physical Ability Test) and Lifestyle Evaluation. The P.O.P.A.T. is a demanding, anaerobic physical test which must be completed in under 4 minutes and 15 seconds. Click here to see the POPAT course layout.

7- Screening Interview - with Recruiting Officer. This interview is based on the Lifestyle Integrity Questionnaire and focuses on integrity, life experience and general suitability.

8- Psychological Testing - This test is written at the Victoria Police Department. Candidates cannot study for it, and it is vital that candidates are honest and straightforward in their answers. An "invalid profile" which can be generated by attempting to "outsmart" the test can be cause for removal of a candidate.

9- Assessment Centre - at B.C. Police Academy in New Westminster (at applicant's expense). This is a day of role-playing exercises and it is not necessary to have police related experience. Police officers who are trained assessors participate in the role playing and record and assess the candidates.

10- Panel Interview - with Recruiting Officer(s) and Non-Commissioned Officer(s). This interview is based on life skills and abilities of the candidate and is a behavioral based interview.

11- Ride-along - with a member from the Victoria Police Department.

12- Polygraph - This is a continuation of the Lifestyle Integrity Questionnaire. It is administered by a trained, professional qualified in the use of a polygraph.

13- Inspector's Interview - with the Human Resources Division Inspector.

14- Occupational Health Assessment - at Victoria Police Department's expense. The candidate attends a health assessment company to ensure they are able to carry out the occupational requirements of the job as a constable. Successful completion of the health assessment and background investigation will lead to an offer of employment*

15- Background Investigation - An extensive background investigation is conducted with regards to references submitted and others. A police officer from the Human Resources Division contacts friends, family members, past and present employers and neighbours, and validates the candidates resume. Successful completion of the background investigation and health assessment will lead to an offer of employment*

18- Offer of Employment