Hiring Process

Why Work at Red River College Polytechnic?

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 person of the 2SLGBTQIA+ community.

If you are interested in joining our team, review these tips for joining RRC Polytech.

Where can I find open job postings?

You can find current RRC Polytech job openings on our recruitment site. Internal employees wishing to apply to current employment opportunities need to apply directly through the HRIS Unlimited My Portal.

If you would like more information about the position that is not on the job posting, you can request a position description from humanresources@rrc.ca.

Inclusive Hiring Practices

One of RRC Polytech’s greatest strengths is that we care deeply about the people who work and study here. Through our shared commitment to Truth and Reconciliation and pursuing equity, diversity, and inclusion (EDI) in everything we do, we aim to remove barriers for equity-deserving groups – women, Indigenous peoples, persons with a disability, racialized persons, or persons of the 2SLGBTQIA+ community – throughout recruitment, application and selection processes.

We build upon these strengths, and advance these commitments, by identifying and removing barriers in our systems and polices; and adopting practices that promote equity, diversity and inclusion, and enable us to achieve a representative workforce.

Inclusive Hiring Practices are specific actions that aim to: 

• Identify and remove barriers to access and participation in hiring  
• Foster equitable, diverse, and inclusive work environments  
• Increase representation of equity-deserving groups and create a workforce that represents the diversity of Manitoba’s available labour force.

For more information, see the Frequently Asked Questions ›

Application Process

All applications need to be submitted via RRC Polytech’s recruitment site for consideration. Internal employees wishing to apply to current employment opportunities need to apply directly through the HRIS Unlimited My Portal.

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.

Screening Process

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.

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 frequently asked questions ›

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.

Assessment Process

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.

Candidate Selection and Offer

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).

Security/Background Checks

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.

Interview Feedback

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.