Recruiting visible minority for CCS 

REAC Best Practice in our region (by Hadidi Simin)

The two REAC members who have participated in our hiring processes have identified some cultural barriers in our hiring process that may affect visible minorities success in passing our processes and being qualified. For example, having the same time restrictions for Canadian born and immigrant candidates through written examination process may put the immigrant candidates in a disadvantage position as it takes them longer time to write in English or French as their second language. The REAC members also found the selection process to be too cumbersome for ethno-cultural applicants. 

Additionally, they identified that there is a lack of interest amongst visible minority groups to work for Police or Corrections due to their past experience with these systems in their home countries. As such, they offered to assist with recruitment of visible minorities through cooperation with the Employment Equity and Diversity Project Officer. The REAC members offered to approach ethnic communities and explain to them the differences between the CSC and the prison system in their home countries to encourage them to apply for jobs within CSC.

In Prince Albert, the Recruitment Officer reached out to a REAC member to identify some members of visible minority groups in the community who were interested in obtaining information about CSC and its working opportunities. The REAC member connected the Recruitment Officer to 15 visible minorities from the community who subsequently participated in a training session and were given a tour of the Prince Albert institution. This is an example of a Best Practice in our region. 

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