Steps of the Hiring Process
Our Process
Step 1 – Application for Employment
All applicants must complete the online submission process, which includes your resume and salary requirements. Interested parties should complete the online application for the certified police officer position. If selected for further consideration, you will also be asked to complete an Authorization for Release of personal records.
Resumes will not be accepted by email, in person, by mail, or any other delivery method in-lieu of online submission via the link provided. False or misleading information at any stage of the recruiting process will result in immediate disqualification from the process.
Step 2 – Oral Interview Assessment
An interview to assess your decision making skills, communication skills and judgment ability will be conducted by the Department. Only those candidates who pass the oral interview will move forward in the selection process. The Physical Agility Test and Oral Interview will occur on the same day in most cases.
Step 3 – Physical Agility Test / Assessment
The Physical Agility Test (PAT) is designed to measure strength, agility and endurance. The physical fitness test standard is: 1.5-mile run (18 min. 30 sec.); 300-meter sprint (90 sec.); push-ups (10 in 1 min.); sit-ups (12 in 1 min.).
The test/standards are pass/fail and apply to both male and female applicants.
Step 4 – Conditional Offer of Employment
A conditional offer of employment will be made to qualified applicants once an opening is available. This offer is contingent upon the applicant successfully completing and passing the remaining steps of the hiring process, and the department having current openings to fill.
Step 5 – Background Unit Interview
Applicants may be required to come in person to the Police Department to be interviewed by the Background Investigation Unit. The interview is informal in nature and serves to provide additional information in completing the background investigation.
Step 6 – Background Investigation
All applicants will submit to a complete Background Investigation. As part of the background investigation, we will check the applicant’s employment history, criminal history, credit history, education and military records as well as personal references. Please note that the background investigation is ongoing and may begin as soon as the application for employment is received.
Step 7 – Polygraph
Polygraphs are administered in house in most cases although a contractor employed by the City may administer polygraphs. If results indicate deception, the applicant will be given the opportunity to explain, deny or admit the deception. A second examination may be administered at the discretion of the Police Department, if it is determined to be necessary for consideration of the applicant continuing in the process. The decision to remove an applicant from the hiring process will not be based solely on the outcome of a Polygraph.
Step 8 – Medical Evaluation / Drug Screen
The Medical Evaluation is thorough, and it is essential that you be in excellent health with no conditions which would restrict your ability to safely perform work. This exam will include but is not limited to the following: EKG, Substance Abuse Screening, Medical Exam and a TB Test.
Step 9 – Psychological Evaluation
The Psychological Evaluation consists of written psychological tests as well as an individual oral interview and evaluation by a contracted party on factors related to successful performance in the difficult and stressful job of Police Officer. The information evaluated includes psychological tests as well as the background findings.
Step 10 – Hiring Interview with the Chief of Police
Once the application and hiring process has been completed, the applicant will be interviewed by the Johns Creek Chief of Police. This process serves as a way for the future officer and the Chief to become familiar with one another and to ensure that the officer has an understanding of what is expected of him/her while employed with the City of Johns Creek.