Red River College Polytechnic (RRC Polytech) is a leader in applied learning and innovation. Our talented team of employees are passionate about education, innovation, and student success. We offer competitive salaries, extensive benefits, and the opportunity for personal and professional growth in a rewarding career.
RRC Polytech is committed to fostering an inclusive environment where all employees and students feel valued, respected, and supported. The College seeks to increase diversity among its community members and welcome applications from women, Indigenous persons, racialized persons, persons with disabilities, persons of all sexual and gender identities and others who may contribute to the further diversification of ideas. We encourage applicants to self-declare within their application if they are a woman, Indigenous person, racialized person, person with a disability or LGBTQ2+.
If you are interested in joining our team, review these tips for joining RRC Polytech.
You can find current RRC Polytech job openings on our employment opportunities page.
If you would like more information about the position that is not on the job posting, you can request a position description from the Human Resource Services team.
All applications are to be submitted via the online application form for consideration, unless otherwise noted in the posting.
Once a posting is closed, applicant resumes are sent to the hiring manager and Human Resource Consultant for screening. Applications are typically reviewed by our Human Resource Services team in addition to the hiring manager.
If there are any questions during the application process, there is a contact at the bottom of the job posting to ask for more information.
Applicant resumes are assessed against screening criteria, which include the minimum requirements for experience, education, training, and skills listed in the job posting. Applicants need to address how their skills, knowledge and abilities relate to ALL the required qualifications. Top applicants who meet the required screening threshold are contacted and invited to attend an interview.
Note: Only those applicants who are invited to attend an interview are contacted.
RRC Polytech provides accessible employment and are committed to ensuring that the recruitment, selection and assessment processes are barrier free. Our Human Resource Services team will ask if applicants require any accommodations during the interview process when they are contacted for an interview. Accommodations can include but aren’t limited to arrangements for persons with disabilities.
See the Interview Accommodations FAQ ›
All information provided to RRC Polytech will be treated confidentially. RRC Polytech complies with The Manitoba Freedom of Information and Protection of Privacy Act (FIPPA) in respect of its collection, use, disclosure, and administration of personal information.
An interview is the standard assessment method used to evaluate candidates. This consists of an interview panel, including the hiring manager and possibly a representative from Human Resources. There are some exceptions to this where we will reach out to candidates for pre-interview assessments (such as phone interviews).
During the interview process, candidates are assessed and rated against pre-established selection criteria which measure knowledge, skills, abilities, and further experiences. Note, these selection criteria align with the requirements in the job posting.
We use a weighted rating system, which means criteria are assessed and weighted depending on how critical that criteria is to the position. Interview questions related to the selection criteria gather information about the candidate’s ability to perform the position.
Interviews are generally 45-90 minutes long, depending on the position and can be held in person or virtually. Some roles may require multiple interviews and a short presentation, written assessment, or demonstration. At the end of each interview, applicants will be given time to ask the interview panel questions about the role or the organization.
Once the interview process is complete, the interview panel assesses all information to determine the most qualified candidate for the position. Reference checks are conducted for the successful candidate. If the reference checks are satisfactory, the successful candidate will be contacted with a verbal offer and provided with a written offer of employment (these offers may be conditional to a security/background check depending on the nature of the role).
A security check is a highly confidential review into an individual’s record of crime, child abuse and/or adult abuse. Security checks are supplemental to reference checks and are required to assess the reliability and suitability of an applicant. Not all positions require security checks, this depends on the nature of the job.
If the position requires a security check, only the successful candidate will be asked to complete the check upon receiving their offer. Existing checks that have been completed within 90 days are valid. There is a financial cost for security checks that comes at the expense of the candidate.
Once an offer of employment is accepted by the successful candidate, all other candidates who were interviewed are notified of the results of the competition via email. Specific candidate feedback on interview performance can shared upon written request to Human Resource Services.