Has anyone ever had an interview with CSIS?

[CSIS]

Has anyone ever had an interview with CSIS?

Anyone have any insight into their hiring process?

There are many threads on here about CIA/NSA but didn't see anything on Canadian intel agencies. They must have similar hiring processes but no info on here that I could find.

[LetterOpener]

CSIS urged to end polygraph testing

Andrew Mitrovica

Toronto — ANDREW MITROVICA The Globe and Mail

Published Monday, Jun. 12, 2000 12:00AM EDT

Last updated Saturday, Mar. 21, 2009 4:34PM EDT

Canada's intelligence service should abolish the use of polygraph testing because the device is unreliable and has lost its scientific credibility, says the former head of the agency's polygraph unit.

"I agree it should be abolished if it is not done properly and I am not convinced that it is being done properly just about anywhere, including at CSIS," said Brian Lynch, a former chief psychologist at the Canadian Security Intelligence Service.

Mr. Lynch said last week in an interview with The Globe and Mail that CSIS managers pressed him to divulge employees' confidential medical and psychological information.

One of the agencies acting as a watchdog for Canada's intelligence service says the allegations are a grave matter which could trigger a formal inquiry.

"It's obviously a very serious allegation to make," Maurice Archdeacon, the Canadian Security Intelligence Service's Inspector-General, said in a recent interview.

Mr. Archdeacon, who reports to Solicitor-General Lawrence MacAuley, said that, if true, the allegations may be investigated "more seriously."

Dr. John Service, executive-director of the Canadian Psychological Association, said the allegations were "troubling" and he would welcome any probe that would "get to the bottom" of the issue.

"We hold the confidentiality of client information very dear. It's very important," Dr. Service said.

Both men were responding to accusations made by Mr. Lynch who left CSIS in 1996 after spending 12 years at the service. He suggested last week that the pressure from some CSIS managers to provide the sensitive information became so untenable that he chose to leave the agency rather than agree to hand it over.

CSIS denies the allegation.

Mr. Lynch joined CSIS in 1984 and set up the new civilian intelligence service's combined polygraph testing and psychological assessment programs.
He said the agency uses polygraph testing simply as a "pretense for interrogation."

The use of polygraph testing is a source of considerable friction between CSIS and its watchdog, the Security Intelligence Review Committee. SIRC has repeatedly urged CSIS to abolish the use of polygraph testing because it also believes it is unreliable.

Indeed, in seven consecutive annual reports from 1985-1986 to 1991-92, SIRC demanded that the solicitor-general and CSIS dump the polygraph, once even suggesting the device be thrown onto the "scrap-heap."

In its reports, SIRC said it had "grave doubts" about the use of the polygraph, pointing out that "even defenders of polygraph examinations admit that their results are sometimes are wrong 10 per cent of the time or more."

SIRC chairwoman Paule Gauthier reiterated the watchdog's desire to see CSIS abandon polygraph testing.

The only concession CSIS has made was to end mandatory testing for employees in the mid-1980s. However, SIRC noted in its 1986-87 report, anyone reluctant to take such a test "would inevitably be suspected of having something to hide."

Mr. Lynch said that polygraph testing was used on all new CSIS recruits and even occasionally for operational purposes.

"It was driven by the police community originally, historically and still primarily. It does not have the academic substance. It doesn't enjoy the kind of reliability that is inherent in most psychological tests," he said.

Mr. Lynch said that while he was head of polygraph testing, the device was not used to determine whether potential recruits were lying or being truthful, but rather to gauge physiological reactions that may warrant further "exploration."

The device "does not allow you to infer mendacity or outright lying," said Mr. Lynch, who is now a senior adviser at the Public Service Commission of Canada.

However, polygraph testing reverted to a tool of "interrogation" when responsibility for the program was assumed by the agency's internal security division in 1989, Mr. Lynch said.

"I thought it was a very bad move. It was being administered by non-psychologists. I thought that was not the way to go," he said.

Mr. Lynch said that despite its unreliability, polygraph testing was increasingly used at CSIS to "scope people out."

A CSIS spokesman refused a request for an interview.

[xenonman]

Has anyone ever had an interview with CSIS?

Anyone have any insight into their hiring process?

There are many threads on here about CIA/NSA but didn't see anything on Canadian intel agencies. They must have similar hiring processes but no info on here that I could find.

No, but I went to school with Richard Fadden, now head of the CSIS!

[Pandemic]

Has anyone had an interview for Intelligence Officer with the Canadian Security Intelligence Service (CSIS)?

Anyone know what role play scenarios are asked at the competency interview?

There was some info on this thread but nothing recent about the role play scenarios.

https://forums.redflagdeals.com/has-anyone-applied-csis-intelligence-officer-846616/7/

[JointTaskForceX]

Has anyone had an interview for Intelligence Officer with the Canadian Security Intelligence Service (CSIS)?

Anyone know what role play scenarios are asked at the competency interview?

There was some info on this thread but nothing recent about the role play scenarios.

https://forums.redflagdeals.com/has-anyone-applied-csis-intelligence-officer-846616/7/

They only change those interviews every few years, and most of the questions including the process remains 90%+ the same. Recently a few more rapid fire scenarios added but they don't change them much so it's interesting that so many rejected applicants never talk or post about them.  You see detailed posts about CIA, FBI, NSA applicants all the time, very detailed posts about interview questions and process experiences. Not sure why such a gap of information about CSIS, probably the types that apply are duller. The number of rejected applicants must be in the hundreds yearly in terms of of people who went through interviews, and many thousands in terms of applications.

The process is very long and convoluted, with at least 3 main HR interviews, and just as many on the security clearance side of things.

The questions are along the lines of the ones found at the link below, very little changes year after year, maybe a few new scenario questions and that's about it.

https://www.glassdoor.com/Interview/Canadian-Security-Intelligence-Service-Interview-Questions-E538436.htm

Should be interesting how they will ever recruit anyone now when they are so old school but now there is social distancing requirements government wide so pretty hard to do in person polygraphs or interviews anytime soon.

[JointTaskForceX]

The CSIS Polygraph

The RCMP and Department of National Defence (including Canadian Forces) do not use the polygraph in their Top Secret level security clearance process. Only security clearances either for CSIS or processed by CSIS at the Top Secret level use the polygraph. The polygraph is then repeated at 5 year renewal and reinvestigation intervals, or is supposed to be.

The problem with this approach is that aside from the polygraph not being used by the RCMP, DoD, and CF, which are much larger organizations than CSIS, the polygraph simply doesn't work. Relaxing and "lying" with confidence can beat any polygraph. This is because you are not actually beating the machine, but instead the operator/interviewer. Such examiners are trained to recognize stereotypical behavioral body language cues often associated with nervousness and avoidance. False positives also occur for overly nervous or self-conscious individuals resulting in a deception indicated determination due to overreactions to questions (certain issues evoke an elevated physiological response because people exaggerate experiences or find the subject matter personally offensive). Polygraphs are practically useless if someone has different cultural attitudes in terms of lying and personal responsibility, which happens with various nationalities. Flatliners can retain emotional detachment to the questions and easily "beat" any polygraph.

The polygraph is part stage prop, part pseudo-scientific instrument, part interrogation device, but mostly just serves as a psychological intimidation tool. At best, using the prop a skilled interviewer can elicit damaging admissions from a very naive and gullible subject during a re-investigation or applicant polygraph (via psychological conditioning, aka thinking it detects "lies" thus showing a "response"). Without admissions the polygraph at worst will result in a subjective inconclusive result. Naive and gullible means a subject who buys into the narrative and psychological conditioning and who has a fear that the instrument really works and so responds to the stimulus set.

These assumptions are supported by the fact that throughout the CSIS recruitment process the polygraph is mentioned from the very beginning, even though it is one of the very last steps. Applicants are warned during multiple interview stages to not conduct research or look up any information on any aspect of polygraph testing since doing this can jeopardize the ability of applicants to be assessed and to successfully "pass" the polygraph. It is constantly reinforced that applicants who read up on or do any research on the polygraph (as little as merely talk about the topic with others) are much more likely to have problems in "passing" the polygraph and run into difficulty during that step.

Why is this? It is because merely admitting to doing any sort of research on the polygraph is seen as an attempt to cheat and indicates a lack of integrity. This is because the polygraph only works if one is tricked or conditioned into believing it works. If one knows it doesn't work (because it doesn't) then the whole exercise becomes a sham and the conditioning no longer works since the carefully controlled psychological set is lost. It should also be stated that countermeasures are not necessary since the polygraph is next to useless to begin with, but countermeasures can sometimes help get a stronger pass or "cleaner" charts depending on the specific procedure used (if the directed lie comparison method is used for example). Since truth and lies are relative shades of grey and the polygraph cannot differentiate either, anyone researching this obvious fact is seen as suspicious or as potentially lacking integrity (aka trying to cheat and not being truthful). 

The best way to fail a polygraph is to admit to having visited Anti-polygraph or similar websites, which will immediately cause the examiner to think the applicant is trying to beat him and use countermeasures (because the applicant must be hiding something really bad and is most likely being deceitful while trying to hide the "truth"). Even if countermeasures were to be used, psychological countermeasures are effective and impossible to detect other than through direct subject admissions (perhaps another reason as to why applicants are told not to research anything about the polygraph or look up any information whatsoever about the test); because doing so makes the procedure almost useless (inserts external factors and issues that cannot be controlled in the psychological set conditioning).

Once again applicants are strongly warned to never conduct any research or look up any information about the polygraph from any source, and to not discuss the topic with anyone because doing so might cause them not to be able to be "assessed" during the test. This would be like saying if you read about how a tire pressure monitor device works then the tire pressure monitor might no longer be able to assess the tire pressure (no longer able to assess whether the tire is flat or not).

If the truth is relative, then how can deception be objectively assessed (or truth be verified) by any instrument? It truly is a wilderness of mirrors!

[JointTaskForceX]

Canadian Security Intelligence Service (CSIS) Intelligence Officer (IO) Interview

Ever wondered what they ask James Bond at the interview?

My friend did a phone interview with CSIS and wrote down most of the questions. See below what she was asked. It was hilarious because even though it was a phone/video interview, the HR person told her she was not allowed to look at any notes or consult any materials. And they wanted to be able to see her! Seriously, a phone interview where they tell you you're not allowed to look at any notes or materials! Literally every other government department gives you the questions ahead of time to prepare. Oh and get this, the National Assessment Panel interview is conducted via video conference, but the candidate has to be physically present at a CSIS office! How's that for CSIS 'intelligence' during the COVID Pandemic!?

By the way, when it came to the current event questions, the HR people were obviously clueless. HR came across as disorganized, out of touch, and disinterested.

Process wise, expect to spend several years in the process with never ending delays and repetitive overlapping interviews with various people, mostly HR types. If you eventually get hired, they'll move you around several times anywhere in Canada, and if you don't get hired (years after applying), you'll get a generic email and zero feedback with no chance to follow-up. Total clown show, for a below average government salary in a non-unionized role.

They also keep referring to CSIS as "Our Organization".
They start with warning you that you're not allowed to read any notes or refer to anything.

Below are the questions they ask:

They ask about education and a completed Bachelors.

They ask you about current employment details and current driver's licence.

What did you do to prepare for today's interview?

Were you given any advice on how to prepare for this interview?

Have you ever been told my someone what to expect for an interview with CSIS?

Can you describe how your previous academic and work experience has prepared you for this role with CSIS?

In the last 10 years have you travelled outside of Canada? Details about travel were probed for reason and countries.

What influenced you to apply to the Intelligence Officer position?

Have you applied to other positions?

How does this position fit into your career plans?

What is your understanding of the relocation requirement?

They then discuss the Case Officer role and the mobility requirements after 3 years and that you can get sent to Manitoba or Quebec.

Is your partner/spouse ok with you relocating anywhere in Canada? Would relocation have an impact on immediate family or other personal obligations?

What is your understanding of the Intelligence Officer role?

Training course is 12 weeks for Case Officer role with some exposure to Investigator role. After 3 years of Case Officer role there is further training for the Investigator role. Between the Case Officer (HQ analyst) and Investigator (field/regional) role, do you prefer one more? Why are you interested more in that particular role? Do you foresee any challenges with this role? Intelligence Officers currently work in major cities anywhere in Canada with some travel requirements.

In your own words, can you summarize the theme of the articles you read from the written task you completed previously (summary of several newspaper articles on terrorism investigations)? What did you find the most difficult about the exam?

In your own words, what is the Service's mandate?

Describe the four threats outlined in section 2 of the CSIS Act. Talk about espionage, foreign influence activities, terrorism, and subversion. Describe each one in your own words and what each means (asking for definitions). Explain the four threats outlined in the CSIS Act and explain what you think those threats are.

Identity one domestic and one international event that is relevant to CSIS. Both events should be within the last 12 months, and explain how they relates to CSIS's mandate.

We all have something that we would like to improve on. Discuss one personal and one professional trait that you would like to improve on.

Can you give an example of a poor decision you have made? Talk about why it was a poor decision, and what you learned from it. What types of decisions do you find the most difficult to make?

Can you describe a time when your values and beliefs impacted a professional relationship? It can be with a colleague, supervisor, or customer. Did you learn anything from the experience?

Can you tell me of a time when you worked on a team that you thought was going to be a success, but it turned out to be unsuccessful? Why did it turn out to be unsuccessful, and how did you manage the failure? Would you have done anything differently?

Provide an example of a time when you used your fact finding skills to get information needed to solve a problem.

Tell me about a task or project that you were responsible for that demonstrated your ability to analyze information. Did you experience any challenges?

Can you please provide one specific example from a personal and professional experience of a time when you received feedback and you had to change your way of doing things, although you disagreed. Provide one personal feedback example, and one professional feedback example. Example involves feedback received, and even though you disagreed, you decided to change your way of doing things based on the feedback. How do you feel about receiving feedback?

Do you have anything else that you would like to add that you feel could have an impact on your candidacy? Anything else that you would like to add?

We ask that you remain discreet about your application with us.

We do conduct a polygraph exam. We advise that you do not do any research. If you've done some research in the past that's ok, but if you are going to continue with the process we advise that you don't do any research, because that could have an impact on your candidacy.

They are trying to assess if you are good fit in terms of your experience, education, and personality.

The applications are quite slow compared to the usual 2-3 year time frame. Now more like 3-4 year time frame from online application to hire. They never count the 1 year you wait between applying online and actually doing an initial screening phone interview. Their 2 year estimate is closer to 3 years total, which is in reality 4 years at the present time from online application to hire since the in person steps cannot be done and their process doesn't adapt much. The pay is also sub par to other departments, plus poor working conditions with outdated technology, aside from mobility requirements and mandatory French.

[IntelligenceOfficer]

Just when you thought CSIS reached rock bottom, they took a page right from the RCMP sexual assault lawsuit playbook.

CSIS had officer investigated after she reported a superior raped her
Investigation into victim concluded alleged attacks were 'misuse' of agency vehicles by the woman

A CSIS officer's allegation that she was raped repeatedly by a superior in agency vehicles set off a harassment inquiry, but also triggered an investigation into her that concluded the alleged attacks were a "misuse" of agency vehicles by the woman.

Source: https://www.cbc.ca/news/politics/investigation-csis-sex-assualt-victim-1.7186494

She is the same officer whose sexual assault allegations in a story published by The Canadian Press prompted public pledges of reform last year from David Vigneault, the director of the Canadian Security Intelligence Service.

The officer said she was never told she was the subject of an investigation, or that it concluded she committed misconduct by using "service equipment" to conduct what the investigator's report said was a "romantic relationship with a colleague."

The woman said she believed the investigation was reprisal for her rape complaint, and she only found out about the probe this year, 10 months after its conclusion, when she made an access-to-information request for her personal information held by the service.

She said she "absolutely was not" in a consenting relationship with the other officer.

The five-page "management report" by an outside party, which the officer provided to The Canadian Press, says they were retained by CSIS on Nov. 18, 2021 to investigate "allegations of misconduct against" the woman.

That was eight days after she had formally alleged to CSIS that she was raped nine times by an officer decades older than her, who had been assigned to mentor her on surveillance missions as her "road coach."

The woman cannot be named because of a law banning identification of covert officers, but she is called "Jane Doe" in a previous lawsuit against the government.

Lawsuit documents filed in British Columbia by two Canadian Security Intelligence Service surveillance officers. The anonymized lawsuits by officers identified as "Jane Doe" and "A.B." describe alleged sexual assaults, harassment and other wrongdoing in the B.C. office of Canada's spy agency. The women, who are on leave from the service, are forbidden by law from identifying themselves or other covert officers. (Graeme Roy/The Canadian Press)
She and another surveillance officer in the CSIS British Columbia office said they were both sexually assaulted in service vehicles by the same senior officer while on missions between July 2019 to spring 2021. Jane Doe said that on one occasion, a mission failed because her coach broke off surveillance of a target to drive to a parking garage to rape her.

"This report is such an incredible violation," Jane Doe said of the investigation into her.

She called the management report "the exact definition of a reprisal," which she told an investigator in 2022 was her fear when she delayed reporting the allegations. At the time, she said she believed she was being interviewed as part of an investigation into her alleged attacker, not herself.

Jane Doe said her complaint was the only reason CSIS became aware of her own alleged misconduct.

"What would I have to gain from making up a fake complaint to draw attention to myself and all of the code-of-conduct things that I apparently breached?" she asked.

"It doesn't make any sense, so the fact that that report is allowed to even exist shows that I didn't have a fighting chance in hell," she said of her attempts to get justice for her complaint.

Jane Doe said she was told by a federal labour relations officer that she was not informed about the report because she was on leave when it was handed down and CSIS believed she should be focused on her well-being.

An email from the labour officer on Tuesday, which Jane Doe shared with The Canadian Press, says the report was not "intentionally hidden."

Jane Doe is currently on long-term disability leave, due to being diagnosed with post-traumatic stress disorder.

Asked about the investigation into the woman, CSIS spokesperson Eric Balsam issued a statement saying: "Immediately upon learning of the allegations of inappropriate workplace behaviour, CSIS launched a third-party investigation without delay."

He said that in situations where "harassment, discrimination or misconduct" have been found to have occurred, disciplinary action "up to the termination of employment" would be decided by a discipline committee.

When asked to confirm that the complainant had herself been investigated, Balsam said "the situation is complex and sensitive" and "it would be inappropriate for CSIS to comment further on specific labour relations issues."

Claims of toxic workplace at CSIS absolutely 'devastating,' PM says
B.C. Supreme Court dismisses sexual assault lawsuit from former CSIS employee due to lack of jurisdiction
Matt Malone, an assistant law professor at Thomson Rivers University who has handled hundreds of complaints as a workplace investigator, said Jane Doe's treatment was "mind-boggling."

Making a workplace harassment complaint is a "protected activity," Malone said, and complainants who become targets of investigations without their knowledge are in "a very vulnerable position."

"They are not aware that their conduct might undermine the integrity of the investigation," he said. "It raises so many difficult questions."

Both Jane Doe and the other officer who said she was assaulted have said they did not feel they could go to police because the CSIS Act banned identifying themselves or their alleged attacker as covert officers, an action punishable by up to five years in prison. The women, who are both still employed by CSIS, said a flawed internal complaint process left victims vulnerable to retaliation.

When the women's claims came to light last November, Prime Minister Justin Trudeau called them "devastating" and said his government was following up "very directly."

Days after the story was published, Vigneault called a town hall meeting for all 3,000-plus CSIS staff about the women's allegations, which he said left him "deeply troubled." He told staff the alleged rapist had left the service the day before the meeting and that he was ordering the "urgent" creation of an ombudsperson's office to handle workplace problems "without fear of reprisal."

Vigneault also said the agency would release annual public reports on harassment and wrongdoing in the agency.

There was no mention that Jane Doe had been put under investigation.

Investigation made officer 'nauseous'
The outside investigator's "final report" into Jane Doe is dated April 12, 2023, but she said she only found out about it this February.

She said discovering the investigation made her "nauseous." She said that when she read that the investigators had been retained to look into her conduct eight days after her rape complaint, she thought it was a typo.

"I don't know if they have been investigating me basically since I submitted the complaint or if this was a reaction to the investigation," she said. "Regardless, I didn't know that they were doing it, even though it claims that I did."

The misconduct report is heavily redacted. But it concludes Jane Doe breached the service's code of conduct due to "inappropriate use of service equipment while on duty" and withholding "information from management regarding a romantic relationship with a colleague."

It quotes her alleged attacker as saying he is "sorry that a consensual relationship resulted in improper use of government (redacted) and time."

The report says Jane Doe did not report the "relationship" over "fear of reprisals," quoting her as indicating that she "was afraid of how it would affect my employment in the service, how it (would) affect my reputation and my ability to continue working there, and I was not mentally and emotionally in a position to accept what had happened."

The report says her alleged breaches of CSIS' conduct policy "surfaced in the context of a harassment investigation."

Investigator didn't ask for specifics
She told The Canadian Press that during her 2022 interview, the investigator didn't ask her for any specifics about the alleged sexual assaults, which she had documented in her complaint with dates, times and locations.

At the time, she said, she thought the investigator was being considerate.

"I even thanked him at the end of it for not asking because it was still a very new thing for me to talk about and I was so nervous and so uncomfortable," she said.

Now, understanding that she was being investigated, she said it felt like she was put in "a trap."

The lack of specifics in that interview was "weird," she said, because "there were so many things that he didn't want to know."

"It was like he wasn't asking so that he didn't have to have the answer, so that he wouldn't have to include that in any of his findings, so the less he knows the better," she said.

She said the "evidence" the report relied upon to conclude that the relationship was consensual, including the other officer's claims and pictures of the two together outside work, were "lies."

"So, him and I were in a photograph, a group photograph, together. Did that prove I wanted to have sex with him at work?" she said.

A glass and concrete building featuring the sign "The Law Courts".
The B.C. Supreme Court dismissed Jane Doe's lawsuit against the federal government, claiming constructive dismissal and seeking damages. It did not rule on her allegations but found she hadn't exhausted CSIS internal complaint mechanisms. (Darryl Dyck/The Canadian Press)
Malone said that whether an employer's actions against a person who lodged a complaint could be considered "retaliatory" depends on many factors, including the time between the two actions, or "temporal proximity."

"Adverse actions following an employee complaint that come within a short time frame might suggest that there's retaliatory motive on the part of the employer," he said. "In this case, temporal proximity is a major factor, because it's mere days."

Malone said it's standard practice to inform an employee if they're under investigation to let them respond. Jane Doe said she believes the service breached its own policy by failing to inform her.

Malone, who reviewed the CSIS "Breaches of Conduct" policy, said he was "shocked" by what he called a "clear deviation from their own policy."

"But beyond that, it's a deviation from due process and fair procedure," he said.

The service's policy says employees under investigation must be notified about the nature of the allegations against them, be given a chance to respond, be notified if they're found in breach and be given a copy of the report. Jane Doe said none of that happened.

"I can't defend myself against something that I don't know anything about," she said.

The B.C. Supreme Court dismissed Jane Doe's lawsuit against the federal government, claiming constructive dismissal and seeking damages, in September 2023. It did not rule on her allegations but found she hadn't exhausted CSIS internal complaint mechanisms.

She said she has now abandoned plans to appeal and is exploring CSIS's formal grievance procedures.

"It's already been my life for over two years and the damage that it's done to my mental health. And my career, obviously, is now non-existent, and I don't see myself being able to get that back on track with this hanging over my head," she said.

"They just wear you down until you can't take it anymore. I'm sure I'm not the first and I'm sure I won't be the last."

The lawsuit by the second officer who says she was sexually assaulted has not received a response from CSIS.

[IntelligenceOfficer]

Looks like the CSIS guys split up their Field Investigator and HQ Analyst (Case Officer) positions. They are now separate applications the Analyst being called a National Case Officer and field investigator a Human Intelligence Officer.

National Case Officer
Location    Ottawa, Ontario
Salary Range    $87,459 - $120,917
(Maximum $106,386 during the developmental program.)
Status    Indeterminate (permanent)
Language Requirement    Bilingual Imperative
(BBB/BBB)
Language training will be available to successful applicants that do not meet the language requirements upon appointment (details below).
Job Summary
CSIS is looking to for dedicated individuals to staff the National Case Officer position at headquarters in Ottawa.
National Case Officers play a critical role at CSIS and are primarily responsible for centrally directing national security investigations.  The role of a National Case Officer is not just a job, but a chance to shape the future of national security.
National Case Officers sit at the center of the Service's broader intelligence apparatus. They actively manage and drive investigations and intelligence operations.  They are responsible for stakeholder engagement and the exchange of intelligence between CSIS and its partners (domestic and foreign). As such, they play a critical role in directing investigations, assessing and evaluating intelligence, and preparing timely, accurate, clear, and concise reporting in a manner that protects sensitive sources. Their work supports and informs decision making. National Case Officers direct investigations through specialized research and analysis, case management, and direct collaboration with partner departments and agencies located in Canada and abroad.
National Case Officers come from diverse social and educational backgrounds, and they require a common set of skills in order to be successful in their role.  This includes intellectual curiosity, critical thinking, the ability to analyze and make sense of large amounts of information, as well as the ability to write clearly and concisely with a high level of accuracy, even while under pressure and time constraints.  National Case Officers must also have strong interpersonal and communication skills.  Additionally, they must be flexible, creative, persistent in the face of challenges, and able to adapt to changing priorities in a fast-paced work environment.
By virtue of their work, National Case Officers have access to highly classified and controlled information, and are involved in sensitive intelligence operations.  As such, their honesty, integrity, and reliability must be beyond reproach.

Human Intelligence Officer
Location    St. John's, Halifax, Fredericton, Quebec City, Montreal, Gatineau, Toronto, Hamilton, Windsor, Winnipeg, Regina, Edmonton, Calgary or Vancouver
Salary Range    $87,459 - $120,917
(Maximum $106,386 during the developmental program.)
Status    Indeterminate (permanent)
Language Requirement    Various
Job Summary
CSIS is looking for dedicated individuals to staff the Human -Intelligence Officer position in its various regional offices across Canada.
Intelligence Officers play a central role at CSIS. Human -Intelligence Officers conduct intelligence collection as regional investigators connecting with people across communities.  Human -Intelligence Officers are at the heart of the CSIS mandate as the country's foremost HUMINT intelligence organization and are the driving force behind CSIS operations, collecting the raw intelligence required to meet the Government of Canada's intelligence priorities.  The role of a Human -Intelligence Officer is unique, and it is key to shaping the future of national security.  These Intelligence Officers are responsible for investigating threats to national security and managing challenging and complex situations in the face of ambiguity. They work in collaboration with colleagues, other agencies and our international allies to find opportunities to disrupt these threats.  Whether it is to stop a terrorist or catch a foreign spy, no two days are alike.
Human -Intelligence Officers come from diverse social and educational backgrounds, and they require a common set of skills in order to be successful in their role. This includes intellectual curiosity, critical thinking, the ability to analyze and make sense of large amounts of information, as well as the ability to write clearly and concisely with a high level of accuracy, even while under pressure and time constraints. Human -Intelligence Officers have very strong interpersonal and communication skills, including a natural ability to build rapport and trust with people. They require high levels of emotional intelligence, empathy, and the ability to understand and motivate others. Human -Intelligence Officers are often required to make their own difficult tactical decisions in the field, all while respecting the rule of law and human rights. Additionally, they must be resilient, comfortable with the unknown, persistent in the face of challenges, and able to adapt to changing priorities in a fast-paced work environment. By virtue of their work, Human -Intelligence Officers have access to highly classified and controlled information, and are involved in sensitive intelligence operations. As such, their honesty, integrity, and reliability must be beyond reproach.
Statement of Qualifications
Education
•    Completed Undergraduate Bachelor's Degree
The educational program must be from an accredited learning institution recognized in Canada.
If you completed a program outside of Canada, you will be required to obtain proof of a Canadian equivalency at your expense through a recognized credential assessment service.
Experience
Work experience in each of the following:
•    Conducting complex assessments. Complex is defined as comprising several factors which make the situation difficult.
•    Handling difficult situations. Difficult situations are defined as challenging or unexpected circumstances, conflicts, or problems.
•    Working in a team.
Knowledge
•    Knowledge of the CSIS mandate, the CSIS Act, and the Government of Canada's intelligence priorities regarding the security of Canada.
•    An awareness of both national and international current events and an understanding of how they relate to the CSIS mandate.
Competencies
•    Critical Thinking
•    Communication (oral and written)
•    Collaboration
•    Adaptability
•    Integrity
Assets
An asset qualification is a qualification which can enhance the ability to perform the work based on current and future business requirements, but which is not strictly required. Positions will be staffed based on the selection decision principle and operational priorities.
•    Previous experience in areas of including working for the Government of Canada, particularly in the fields of national security, intelligence, enforcement, or defense;
•    Previous experience in client service roles which entail interacting with the public, social work and related fields.
•    Previous experience conducting investigations
•    Knowledge of language (s) other than French and English
•    Knowledge of the second official language (*unilingual regions only) 
o    *Unilingual regions: Knowledge of the second official language is an asset, not a requirement.
•    Personal experience travelling or residing abroad or interacting with people from different backgrounds
Conditions of Employment
•    Human -Intelligence Officers must be comfortable working flexible work hours and being physically out of the office and in the communities with which they work, sometimes not reachable for periods of time.
•    Training: Candidates must successfully complete entry training in Ottawa prior to working as a Human -Intelligence Officer. During this period, candidates will travel to Ottawa for training and then back to their home region for integration of skills for a period. All travel will be paid for by CSIS. This is a pass/fail course and candidates have only one opportunity to participate in the training. This is an intensive training program that will have varied working hours throughout the training schedule.
•    Mobility: Intelligence Officers must be willing to relocate within Canada during their career. CSIS may transfer an employee anywhere within the organization in order to meet its organizational requirements.  Intelligence Officers must also be willing to travel as required. Assistance and financial support will be provided in line with policy.
•    Candidates must complete a minimum of 2 years in their first regional placement.
•    Driver's License: A valid Canadian driver's license* is a prerequisite to apply. Obtaining and maintaining a valid Canadian driver's license is the sole responsibility of each applicant.
*A valid Canadian driver's license is defined as a G Class (Ontario) or minimum of a Class 5 (remainder of Canada). G1, G2, Class 7, Class 6, Learner's etc. will not be accepted.
•    Occupational health evaluations will be required for the following categories:
o    Vision (corrected vision accepted)
o    Hearing (corrected hearing accepted)
o    Physical mobility
o    Psychological health
*A confirmation of results for the vision and hearing evaluations must be provided to the Service prior to taking part in the Assessment Centre.
•    Please note that the following position may entail exposure to abhorrent material.
Official Language (OL) Proficiency
Various Language Requirements:
•    Bilingual Imperative (various profiles; Capital Region (CR) and Quebec Region (QR))
•    English Essential
This selection process may be used to staff anticipated vacancies or other similar positions with various language requirements. Therefore, we encourage all interested candidates to apply. Second language evaluations may be offered to candidates. For more information on language requirements: https://www.canada.ca/en/public-service-commission/jobs/services/gc-jobs/language-requirements-candidates.html
How To Apply
You are invited to visit Canada.ca for tips on how to submit a powerful application: www.canada.ca/en/security-intelligence-service/corporate/csis-jobs/how-to-submit-a-powerful-application
Although the entry training course will take place at National Headquarters in Ottawa, applicants should apply to the Regional Office of their preferred geographical location. Applicants interested in working in our Gatineau office, should apply to Capital Region.
Available regional offices: St. John's, Halifax, Fredericton, Quebec City, Montreal, Gatineau, Toronto, Hamilton, Windsor, Niagara, Winnipeg, Regina, Edmonton, Calgary and Vancouver.
Applicants should clearly demonstrate the following in their cover letter:
•    Education Requirement
•    Experience Criteria
•    Assets Criteria (if applicable)
Examples can include, but are not limited to, work experience, student placements, paid or unpaid internships, community experience, life experience or travel experience.
Please limit your cover letter to a maximum of two (2) pages. Failure to do so will result in the applicant being screened out of the career opportunity.
Assessment Process
The assessment process involves numerous steps, including completing a series of standardized tests, psychometric tests, competency-based interview(s) and a written assignment. If successful, you will be invited to complete additional job specific exams as well as attend our in-person Assessment Centre (AC) for evaluation prior to undergoing a security clearance process.
Eligible applicants will be invited to participate in a full day assessment process in Ottawa. This day will include writing tasks, scenarios, role plays and table top exercises. Assistance and financial support will be provided in line with policy
Notes
While we continue to explore opportunities for flexible work arrangements, most roles in our organization require an in-office presence. However, alternative options may be available for certain positions, depending on their specific requirements.
CSIS is committed to diversity and inclusion and the equitable participation of all Canadians. Should you require accommodation, please tell us at the beginning of the selection process. This information will be kept confidential.
Others
Important
Applicants must clearly demonstrate in their application how they meet each Education and Experience criteria. Failure to do so will result in the applicant being screened out of the career opportunity.
CSIS is a separate employer and is not subject to the Public Service Employment Act (PSEA). CSIS has its own classification, compensation system, and a different staffing regime. As such, we use a different staffing process and terminology.
CSIS is committed to building a workforce that is truly representative of the Canadians it serves by cultivating a diverse and inclusive workplace environment. This will be achieved by increasing employment equity group representation (including persons with disabilities, visible minorities, Indigenous peoples, and women) at all levels within the organization through hiring and talent management practices. Gaps have been identified among Indigenous peoples and visible minorities for this position. We will also ensure that appropriate accommodations are made (e.g., specialized equipment, changes to physical workspace) to provide employment opportunities for all qualified candidates. In support of achieving a greater, diverse and skilled workforce, we strongly encourage those individuals who belong to one or more of the employment equity groups to self-identify when applying.
Should you require accommodation in relation to a disability, please tell us at the beginning of the selection process. This information will be kept confidential.
CSIS Offices in Canada are located on various ancestral and traditional lands.  In the spirit of reconciliation, we acknowledge all Indigenous People across Canada and their connection to these lands.
The personal information provided in your application is protected under the Privacy Act and will be held in Personal Information Bank SIS/P-PU-025.

[IntelligenceOfficer]

NEW CSIS Intelligence Officer Process as of 2026 (roughly the same as the old process except with fewer interview questions in each interview (knowledge, behavioral, scenario roleplays focused in different stages), a smaller subset from the above list, and a few additional steps):

Human-Intelligence Officer
Candidate Information Guide


CONFIDENTIALITY
Given the nature of the organization, discretion is of the utmost importance. Therefore, we ask from you to limit the discussions on the present process with your close family or your spouse. As such, our written communications will include "Public Safety Canada" rather than CSIS in order to ensure the confidentiality of your candidacy. At each step of the process, you are compared against all other candidates, and the process can take anywhere between 6 months to over one year to complete.

The Service emphasizes the importance of being upfront and honest about any information pertaining to you from day one. The Service prefers knowing about something at the beginning of the process as opposed to discovering it later on. Please understand that although we do not expect our candidates or employees to be perfect, we do expect them to be honest.

Confidentiality Agreement

The discussion of questions and answers found in interviews and written assessments can negatively impact the integrity of the hiring process.

Discussing the content of assessment tools with other candidates, or with anyone who is not involved in the administration of this process, may result in your elimination.

This information document is for your use only as a candidate for the Human- Intelligence Officer position. It is not to be distributed.
By participating in the selection process, you agree to respect the present confidentiality agreement.

CSIS Offices in Canada are located on various ancestral and traditional lands. In the spirit of reconciliation, we acknowledge all Indigenous People across Canada and their connection to these lands.

The role of a Human-Intelligence Officer (HIO)
Intelligence-Officers play a central role at the Canadian Security Intelligence Service (CSIS, 'the Service'). Human-Intelligence Officers conduct intelligence collection as regional investigators connecting with people across communities. Human-Intelligence Officers are at the heart of the CSIS mandate as the country's foremost HUMINT intelligence organization and are the driving force behind CSIS operations, collecting the raw intelligence required to meet the Government of Canada's intelligence priorities. The role of a Human-Intelligence Officer is unique, and it is key to shaping the future of national security. These Intelligence Officers are responsible for investigating threats to national security and managing challenging and complex situations in the face of ambiguity. They work in collaboration with colleagues, other agencies and our international allies to find opportunities to disrupt these threats. Whether it is to stop a terrorist or catch a foreign spy, no two days are alike.

Human-Intelligence Officers come from diverse social and educational backgrounds, and they require a common set of skills in order to be successful in their role. This includes intellectual curiosity, critical thinking, the ability to analyze and make sense of large amounts of information, as well as the ability to write clearly and concisely with a high level of accuracy, even while under pressure and time constraints.

Human-Intelligence Officers have very strong interpersonal and communication skills, including a natural ability to build rapport and trust with people. They require high levels of emotional intelligence, empathy, and the ability to understand and motivate others. Human-Intelligence Officers are often required to make their own difficult tactical decisions in the field, all while respecting the rule of law and human rights. Additionally, they must be resilient, comfortable with the unknown, persistent in the face of challenges, and able to adapt to changing priorities in a fast-paced work environment. By virtue of their work, Human-Intelligence Officers have access to highly classified and controlled information, and are involved in sensitive intelligence operations. As such, their honesty, integrity, and reliability must be beyond reproach.

Recruitment Process

Qualifications
Throughout the recruitment process, you will be assessed on competencies, knowledge, and occupational health requirements that are essential for the role of a Human-Intelligence Officer:

KNOWLEDGE
•    Knowledge of the CSIS mandate, the CSIS Act, and the Government of Canada's
intelligence priorities regarding the security of Canada.
•    An awareness of both national and international current events and an understanding of how they relate to the CSIS mandate.

COMPETENCIES
•    Critical Thinking
•    Communication (oral and written)
•    Collaboration
•    Adaptability
•    Integrity

OCCUPATIONAL HEALTH REQUIREMENTS
Occupational health evaluations* will be required for the following categories:
•    Vision (corrected vision accepted)
•    Hearing (corrected hearing accepted)
•    Physical mobility
•    Psychological health

*More information can be found under conditions of employment


Recruitment Steps
CSIS has a stringent and lengthy recruitment process, which includes a series of steps. At each step of the process, you will be compared against all other candidates. You must successfully complete each step in the process before moving on to the next step.

ASSESSMENT OF QUALIFICATION FOR THE HIO ROLE:
�    Step 1: Standardized testing
•    A series of multiple-choice tests
•    Assesses Critical Thinking and Adaptability
•    Proctored virtually and completed from home
•    No preparation required
As of 2026 04 01, applicants will have a maximum of two attempts to meet the testing standard, across any CSIS recruitment process that uses these tests (currently used for both the National Case Officer and the Human Collection Officer processes). If they do not meet on their first attempt, they must wait a minimum of one (1) year for their second and final attempt. Tests prior to 2026 04 01 do not count towards the two-attempt limit.

�    Step 2: Pre-screen questionnaire
•    Validates essential qualifications and candidate information
•    Sent through VidCruiter platform
•    No preparation required

�    Step 3: HR Phone Interview
•    Validates the candidate's understanding of the HIO role and corresponding job
requirements
•    Assesses knowledge
o    CSIS Website
o    CSIS Act: Sections 2 and 12
o    The CSIS Mandate
•    Conducted by an HR Advisor responsible for HIO recruitment

�    Step 4: Written Communication Test (WCT)
•    Assesses written communication skills
•    Proctored virtually and completed from home
•    No preparation required
As of 2026 04 01, applicants will have a maximum of two attempts to meet the WCT testing standard, across any CSIS recruitment process that uses this WCT (currently used for both the National Case Officer and the Human-Intelligence Officer). If they do not meet on their first attempt, they must wait a minimum of one (1) year for their second and final attempt. WCT attempts prior to 2026 04 01 do not count towards the two- attempt limit.

�    Step 5: National Assessment of Competencies and Knowledge (NACK)
•    Assesses knowledge and all five (5) competencies
•    Follows the competency-based interview model
•    Panel will consist of one (1) HR Advisor and Operational Managers
•    Conducted in person (or virtually*) at a CSIS office
•    Relevant preparation information will be provided ahead of the interview
*The candidate will be invited to the closest regional CSIS office for their interview to participate in person. Some panel members may be located in other offices and will connect to the interview virtually

If you are successful at the NACK, you will be asked to provide vision and hearing tests in accordance with the occupational health requirements of the HIO position. These must be provided ahead of attending the
Assessment Centre. More information can be found under Conditions of Employment.

�    Step 6: Full day in-person assessment process
•    Assesses all five (5) competencies
•    Full day of writing tasks, scenarios, role plays and table top exercises
•    Conducted in person in Ottawa
o    The Service will reimburse travel to Ottawa for this step for those residing outside of the National Capital Region, in accordance with the National Joint Council (NJC) Travel directives.
o    Candidate must speak a CSIS representative before incurring any travel costs. Expenses incurred before speaking with a CSIS representative may not be reimbursed.
o    You will receive more information about accommodations if you are invited to participate in this step
•    Physical mobility will also be assessed at this step.
o    You will be asked to bring a change of clothes that you will be comfortable wearing to complete those assessments. More information can be found under Conditions of Employment.
Applicants will have a maximum of two attempts to meet the testing standards of the in- person assessment day. If they do not meet on their first attempt, they must wait a minimum of one (1) year for their second and final attempt.

SUITABILITY ASSESSMENT:
Candidates that are assessed and deemed qualified for the HIO will be invited to compete a suitability assessment. This will include:
•    Completing an Application for Employment package (AFE)
•    Completing a Personal and Family History Questionnaire (PFHQ)
•    Reference checks
•    Psychological testing (Proctored virtually and completed from home)
•    An interview with a psychologist (conducted virtually and completed from home)

TOP-SECRET SECURITY CLEARANCE:
After the Suitability Assessment, candidates must be eligible to receive an Enhanced top Secret security clearance. This will include:
•    A security interview
•    A polygraph
•    A background investigation that includes credit and financial verifications

Accommodation Requirements

Please advise us, at any step of the process, if you require accommodation measures in relation to a disability. Information relating to accommodation measures will be addressed confidentially.
All visitors must self-identify any electronic medical device prior to accessing our premises. If you have an electronic medical device, please provide us with the type of equipment and serial number.
Accessibility Accommodations
We are working to be proactive about meeting the objectives of the Policy on People Management, the Directive on the Duty to Accommodate and the Accessible Canada Act, its regulations, and the CSIS Accessibility Plan. Therefore, please advise us if you require accommodation related to accessibility measure during the selection process. Information relating to accommodation measure will be address and handled confidentially.

Salary
When you begin the Human-Intelligence Officer Course (HIOC), the pay scale will be from
$87,459 to $106,386. After the first two (2) years, if you meet the conditions of the Human- Intelligence Officer Development Program (HIODP, details below), there will be a change in your grade level and you will fall within the next pay scale of $99,392 to $120,917.
Conditions of employment
Specific to the Human-Intelligence Officer Role

HUMAN-INTELLIGENCE OFFICER COURSE (HIOC)
Candidates must successfully complete entry training in Ottawa prior to working as a Human- Intelligence Officer. During this period, candidates will travel to Ottawa for training. All travel will be paid for by CSIS. This is a pass/fail course and candidates have only one opportunity to participate in the training. This is an intensive training program that will have varied working hours throughout the training schedule.

If you live outside of the National Capital Region, you will be on travel status for the duration of the HIOC, in accordance with the National Joint Council (NJC) Travel directives.
Should you not successfully complete all aspects of this training course, your employment with CSIS will cease.

OFFICIAL LANGUAGE PROFICENCY
Various Language Requirements:
•    Bilingual Imperative
•    English Essential

This selection process may be used to staff anticipated vacancies or other similar positions with various language requirements. Therefore, we encourage all interested candidates to apply.
Second language evaluations may be offered to candidates. More information on language requirements can be found on the Government of Canada's Public Service Commission's website.

HUMAN-INTELLIGENCE OFFICER DEVELOPMENT PLAN (HIODP)
The HIODP includes a two (2) year development period designed to provide an initial combination of training, experience, and knowledge acquisition that will be the foundation of future work as a Human-Intelligence Officer.
The two-year period of the HIODP begins on Day 1 of the HIOC. Your continued involvement in the HIODP is dependent on the results of the HIOC, the experience acquired and your performance in the role.

PROBATION
New Human-Intelligence Officers will be on probation for a period of three (3) years.

RELOCATION AND MOBILITY
Human-Intelligence Officer positions are located across Canada, and candidates residing outside of the region in which they are hired to work will be required to relocate to that regional office before taking attending the HIOC in Ottawa. The Service will assist you in your relocation in line with policy.
Human-Intelligence Officers must be willing to relocate within Canada during their career. CSIS may transfer an employee anywhere within the organization in order to meet its organizational requirements. Candidates must complete a minimum of 2 years in their first regional placement. Human-Intelligence Officers must also be willing to travel as required. Assistance and financial support will be provided in line with policy.

DRIVER'S LICENSE
A valid Canadian driver's license* is a prerequisite to apply. Obtaining and maintaining a valid Canadian driver's license is the sole responsibility of each applicant.

Province    Acceptable Driver's License    Not Acceptable
Alberta    �    Full Class 5    � Class 5 GDL
BCR    �    Class 5    � Class 5 N or L


Manitoba   

�    Class 5 Full License    � Class 5 Learner,
� Class 5 Intermediate
� Class 5 GDL
New Brunswick    �    Class 5    � Class 7 level 1 (Learner)
Newfoundland    �    Class 5    � Class 5 level 1 (Novice driver)


        � Class 5 level 2 (Restrictions for
12 months)
North West Territories    �    Class 5    � Class 7 (Learner)
� Class 5P Probationary)
Nova Scotia    �    Class 5    � Class 7 (learners)
Nunavut    �    Class 5 Full License    � Class 7 (Learner)
� Class 5 (Probationary)
Ontario    �    G Class    � G1 or G2
PEI    �    Class 5    � Class 7 level 1 (Learner)
Quebec    �    Class 5 Permanent    � Class 5 Probation
Saskatchewan    �    Full Class 5    � Class 7 (Learners)
Yukon    �    Class 5    � Class 7 (Learner or Novice)


OCCUPATION HEALTH EVALUATIONS
Vision (corrected vision accepted)
•    Corrected Visual Acuity
o    Ensures adequate vision for critical detail and safety tasks
o    Minimum 20/30 in each eye.
•    Field of Vision
o    Necessary for situational awareness
o    Minimum 150° horizontal; 20° above/below fixation.
•    Colour Vision
o    Required for rapidly distinguishing safety indicators, warning lights, tradecraft visual signals, collect accurate visual information, etc.
o    Correctly identify at least 17 of 21 Ishihara plates
•    Eye Health
o    Mitigates risk of sudden or progressive visual impairment
o    Free from ocular disease that impairs visual performance.
*These tests are readily available at any optometrist. You will be asked to provide us with results of your testing prior to completion of the Assessment Centre.
*Test results will be accepted if they are dated within one (1) year to the day they are provided to the Service. Tests results that are more than one year old will not be accepted.


Hearing (corrected hearing accepted)
•    Better Ear (Possibility of using hearing aids):
o    Hearing loss ≤30 dB at 500–3000 Hz.
•    Worse Ear (Possibility of using hearing aids):
o    Hearing loss ≤30 dB at 500–2900 Hz and ≤50 dB at 3000 Hz.
*These tests are easily available at any hearing clinic or with your general practitioner. You will be asked to provide us with results of your testing prior to completion of the Assessment Centre.
*Test results will be accepted if they are dated within one (1) year to the day they are provided to the Service. Tests results that are more than one year old will not be accepted.
Physical mobility
•    Within 3 minutes, complete a 250m run and climb a 1.4m fence in the same time.
*This test will be run at our in-person Assessment Centre as part of the assessment process.
Psychological health
•    Candidates will have an interview with a psychologist as part of the Suitability Assessment portion of the recruitment process.

HOURS OF WORK
Human-Intelligence Officers must be comfortable working flexible work hours and being physically out of the office and in the communities with which they work, sometimes not reachable for periods of time.

ABHORRENT MATERIAL
The Human-Intelligence Officer position may entail exposure to abhorrent material.

WORKING FROM HOME
Working from home is not possible for Human-Intelligence Officers.

For all CSIS employees

CITIZENSHIP
All employees must be Canadian citizens.

DIRECTIVE ON SUBSTANCE USE
CSIS has a "Directive on Substance Use" in which the use of illegal substances is prohibited. As a candidate and potential employee, you need to know and understand that the use of illegal substances is not allowed. We must therefore advise you that, to remain a candidate, you cannot use any illegal substances. We will go back to that question throughout the process. If information surfaces about illegal substances use during this process, we will have to terminate your application.
Due to the nature of our activities, it is essential that all our employees arrive fit to work. All employees must therefore refrain from recreational cannabis and alcohol use during a period of 8 hours before any known or expected performance of work, or during a period of 24 hours before reporting for safety-sensitive duties.

PERSONAL TRAVEL
At this time, given the current political climate, personal travel to, or transit through, the
People's Republic of China and Russia is not permitted for our employees. As a candidate for a potential employment with us, you need to be aware of this directive. If you are successful in your application, once you become an employee, you must be able to abide by this directive. Depending on the geopolitical situation, we may, at any time, modify the travel restrictions for employees to other countries.

SECURITY REQUIREMENTS
Candidates must be eligible to receive an Enhanced Top Secret security clearance. The process involves a security interview, a polygraph examination, and a background investigation that includes credit and financial verifications. In reference to the polygraph, you should not disclose this information to others as it would signal that you are a potential future employee of CSIS as only a few departments require a polygraph examination as part of their recruitment process.
You need to avoid identifying links between yourself and CSIS. Do not conduct research on any aspect of polygraph testing either on the Internet, in books, or through conversations with people who have been subject to a polygraph examination in the past. Note that any research you conduct may jeopardize your ability to be assessed using the polygraph.

[IntelligenceOfficer]

Canadian Security Intelligence Service CSIS The Human Intelligence Officer Candidate Information Guide authored by Christina VANDERZON

[IntelligenceOfficer]

Reformatted plaintext copy of the Word file:

HUMAN-INTELLIGENCE OFFICER - CANDIDATE INFORMATION GUIDE

CONFIDENTIALITY & DISCRETION
Given the nature of the organization, discretion is of the utmost importance. Therefore, we ask that you limit discussions regarding the present process with your close family or your spouse. As such, our written communications will include "Public Safety Canada" rather than CSIS to ensure the confidentiality of your candidacy.

At each step of the process, you are compared against all other candidates, and the entire process can take anywhere between 6 months to over one year to complete.

The Service emphasizes the importance of being upfront and honest about any information pertaining to you from day one. The Service prefers knowing about something at the beginning of the process as opposed to discovering it later on. Please understand that although we do not expect our candidates or employees to be perfect, we do expect them to be honest.

CONFIDENTIALITY AGREEMENT
The discussion of questions and answers found in interviews and written assessments can negatively impact the integrity of the hiring process. Discussing the content of assessment tools with other candidates, or with anyone who is not involved in the administration of this process, may result in your elimination.

This information document is for your use only as a candidate for the Human-Intelligence Officer position. It is not to be distributed. By participating in the selection process, you agree to respect the present confidentiality agreement.

LAND ACKNOWLEDGEMENT
CSIS Offices in Canada are located on various ancestral and traditional lands. In the spirit of reconciliation, we acknowledge all Indigenous People across Canada and their connection to these lands.

THE ROLE OF A HUMAN-INTELLIGENCE OFFICER (HIO)
Intelligence Officers play a central role at the Canadian Security Intelligence Service (CSIS, 'the Service'). Human-Intelligence Officers conduct intelligence collection as regional investigators connecting with people across communities. They are at the heart of the CSIS mandate as the country's foremost HUMINT intelligence organization and are the driving force behind CSIS operations, collecting the raw intelligence required to meet the Government of Canada's intelligence priorities.

The role of a Human-Intelligence Officer is unique, and it is key to shaping the future of national security. These Intelligence Officers are responsible for investigating threats to national security and managing challenging and complex situations in the face of ambiguity. They work in collaboration with colleagues, other agencies and our international allies to find opportunities to disrupt these threats. Whether it is to stop a terrorist or catch a foreign spy, no two days are alike.

Human-Intelligence Officers come from diverse social and educational backgrounds, and they require a common set of skills in order to be successful in their role. This includes:
* Intellectual curiosity and critical thinking.
* The ability to analyze and make sense of large amounts of information.
* The ability to write clearly and concisely with a high level of accuracy, even while under pressure and time constraints.
* Very strong interpersonal and communication skills, including a natural ability to build rapport and trust with people.
* High levels of emotional intelligence, empathy, and the ability to understand and motivate others.
* Resilience, comfort with the unknown, persistence in the face of challenges, and the ability to adapt to changing priorities in a fast-paced work environment.

Human-Intelligence Officers are often required to make their own difficult tactical decisions in the field, all while respecting the rule of law and human rights. By virtue of their work, they have access to highly classified and controlled information, and are involved in sensitive intelligence operations. As such, their honesty, integrity, and reliability must be beyond reproach.

RECRUITMENT PROCESS & QUALIFICATIONS
Throughout the recruitment process, you will be assessed on competencies, knowledge, and occupational health requirements that are essential for the role of a Human-Intelligence Officer.

KNOWLEDGE REQUIRED:
* Knowledge of the CSIS mandate, the CSIS Act, and the Government of Canada's intelligence priorities regarding the security of Canada.
* An awareness of both national and international current events and an understanding of how they relate to the CSIS mandate.

COMPETENCIES:
* Critical Thinking
* Communication (oral and written)
* Collaboration
* Adaptability
* Integrity

OCCUPATIONAL HEALTH REQUIREMENTS:
Occupational health evaluations will be required for the following categories (more information under Conditions of Employment):
* Vision (corrected vision accepted)
* Hearing (corrected hearing accepted)
* Physical mobility
* Psychological health

RECRUITMENT STEPS
CSIS has a stringent and lengthy recruitment process consisting of a series of steps. At each step, you will be compared against all other candidates. You must successfully complete each step in the process before moving on to the next.

PART 1: ASSESSMENT OF QUALIFICATION FOR THE HIO ROLE

Step 1: Standardized Testing
* Format: A series of multiple-choice tests proctored virtually and completed from home.
* Assesses: Critical Thinking and Adaptability.
* Preparation: No preparation required.
* Attempt Policy: As of 2026-04-01, applicants have a maximum of two attempts to meet the testing standard across any CSIS recruitment process using these tests (currently used for National Case Officer and Human Collection Officer processes). If you do not meet the standard on the first attempt, you must wait a minimum of one (1) year for your second and final attempt. Tests taken prior to 2026-04-01 do not count toward this limit.

Step 2: Pre-Screen Questionnaire
* Format: Sent through the VidCruiter platform.
* Purpose: Validates essential qualifications and candidate information.
* Preparation: No preparation required.

Step 3: HR Phone Interview
* Format: Conducted by an HR Advisor responsible for HIO recruitment.
* Purpose: Validates the candidate's understanding of the HIO role and corresponding job requirements.
* Assesses: Knowledge of the CSIS Website, CSIS Act (Sections 2 and 12), and the CSIS Mandate.

Step 4: Written Communication Test (WCT)
* Format: Proctored virtually and completed from home.
* Assesses: Written communication skills.
* Preparation: No preparation required.
* Attempt Policy: As of 2026-04-01, applicants have a maximum of two attempts to meet the WCT standard across any CSIS process using this test (currently National Case Officer and Human-Intelligence Officer). A failure requires a minimum wait of one (1) year before the second and final attempt. Attempts prior to 2026-04-01 do not count.

Step 5: National Assessment of Competencies and Knowledge (NACK)
* Format: Follows the competency-based interview model. Conducted in person at the closest regional CSIS office, though some panel members may connect virtually from other offices.
* Panel: Consists of one (1) HR Advisor and Operational Managers.
* Assesses: Knowledge and all five (5) core competencies.
* Preparation: Relevant preparation information will be provided ahead of the interview.
* Note: If successful at the NACK, you will be asked to provide vision and hearing test results ahead of attending the Assessment Centre.

Step 6: Full Day In-Person Assessment Process
* Format: Conducted in person in Ottawa. A full day of writing tasks, scenarios, role plays, and table-top exercises.
* Assesses: All five (5) competencies. Physical mobility will also be assessed (bring a comfortable change of clothes).
* Travel & Accommodations: CSIS will reimburse travel to Ottawa for candidates residing outside the National Capital Region in accordance with the National Joint Council (NJC) Travel directives. Candidates MUST speak to a CSIS representative before incurring any travel costs, or expenses may not be reimbursed. Accommodation details will be provided upon invitation.
* Attempt Policy: Applicants have a maximum of two attempts to meet the testing standards of the in-person assessment day. A failure requires a minimum wait of one (1) year before the second and final attempt.

PART 2: SUITABILITY ASSESSMENT
Candidates deemed qualified for the HIO role will be invited to a suitability assessment, which includes:
* Completing an Application for Employment package (AFE).
* Completing a Personal and Family History Questionnaire (PFHQ).
* Reference checks.
* Psychological testing (proctored virtually and completed from home).
* An interview with a psychologist (conducted virtually and completed from home).

PART 3: TOP-SECRET SECURITY CLEARANCE
Following the Suitability Assessment, candidates must be eligible to receive an Enhanced Top Secret security clearance, which includes:
* A security interview.
* A polygraph examination.
* A background investigation including credit and financial verifications.

ACCOMMODATION & ACCESSIBILITY REQUIREMENTS
* Disability Accommodations: Please advise CSIS at any step of the process if you require accommodation measures in relation to a disability. Information relating to accommodation measures will be handled confidentially.
* Accessibility Accommodations: CSIS works proactively to meet the objectives of the Policy on People Management, the Directive on the Duty to Accommodate, the Accessible Canada Act, its regulations, and the CSIS Accessibility Plan. Please advise if you require accessibility accommodations during the selection process.
* Medical Devices: All visitors must self-identify any electronic medical device prior to accessing premises. Please provide the equipment type and serial number in advance.

SALARY
* Initial Training (HIOC): The pay scale is $87,459 to $106,386.
* Post-Development Program (After 2 Years): If you meet the conditions of the Human-Intelligence Officer Development Program, your grade level changes to the next pay scale of $99,392 to $120,917.

CONDITIONS OF EMPLOYMENT SPECIFIC TO THE HIO ROLE

HUMAN-INTELLIGENCE OFFICER COURSE (HIOC)
* Candidates must successfully complete entry training in Ottawa prior to working as an HIO.
* CSIS will pay for all training-related travel. If you live outside the National Capital Region, you will be on travel status for the duration of the HIOC in accordance with National Joint Council (NJC) Travel directives.
* This is an intensive, pass/fail training program with varied working hours. Candidates have only one opportunity to participate.
* Failure to successfully complete all aspects of this training course will result in the cessation of your employment with CSIS.

HUMAN-INTELLIGENCE OFFICER DEVELOPMENT PLAN (HIODP)
* A two (2) year development period designed to provide the foundation of training, experience, and knowledge acquisition.
* Begins on Day 1 of the HIOC. Continued involvement depends on HIOC results, experience acquired, and on-job performance.

PROBATION
* New Human-Intelligence Officers will be on probation for a period of three (3) years.

RELOCATION AND MOBILITY
* HIO positions are located across Canada. Candidates residing outside their hired region must relocate to that regional office before attending the HIOC in Ottawa. The Service assists with relocation in line with policy.
* HIOs must complete a minimum of 2 years in their first regional placement.
* HIOs must be willing to travel as required and be willing to relocate within Canada during their career. CSIS may transfer an employee anywhere within the organization to meet organizational requirements. Assistance and financial support are provided in line with policy.

HOURS OF WORK & WORKING CONDITIONS
* HIOs must be comfortable working flexible hours and being physically out of the office and in communities, sometimes remaining unreachable for periods of time.
* The position may entail exposure to abhorrent material.
* Working from home is not possible for Human-Intelligence Officers.

DRIVER'S LICENSE REQUIREMENTS
A valid Canadian driver's license is a prerequisite to apply. Obtaining and maintaining it is the sole responsibility of the applicant.

Acceptable Licenses:
* Alberta: Full Class 5
* British Columbia: Class 5
* Manitoba: Class 5 Full License
* New Brunswick: Class 5
* Newfoundland: Class 5
* Northwest Territories: Class 5
* Nova Scotia: Class 5
* Nunavut: Class 5 Full License
* Ontario: G Class
* Prince Edward Island: Class 5
* Quebec: Class 5 Permanent
* Saskatchewan: Full Class 5
* Yukon: Class 5

Unacceptable Licenses:
* Alberta: Class 5 GDL
* British Columbia: Class 5 N or L
* Manitoba: Class 5 Learner, Class 5 Intermediate, Class 5 GDL
* New Brunswick: Class 7 level 1 (Learner)
* Newfoundland: Class 5 level 1 (Novice), Class 5 level 2 (Restrictions for 12 months)
* Northwest Territories: Class 7 (Learner), Class 5P (Probationary)
* Nova Scotia: Class 7 (Learner)
* Nunavut: Class 7 (Learner), Class 5 (Probationary)
* Ontario: G1 or G2
* Prince Edward Island: Class 7 level 1 (Learner)
* Quebec: Class 5 Probation
* Saskatchewan: Class 7 (Learner)
* Yukon: Class 7 (Learner or Novice)

OFFICIAL LANGUAGE PROFICIENCY
* Positions have various language requirements: Bilingual Imperative or English Essential.
* This selection process may be used to staff anticipated vacancies or similar roles. Second language evaluations may be offered to candidates.

OCCUPATIONAL HEALTH EVALUATION DETAILS

VISION STANDARDS:
* Corrected Visual Acuity: Minimum 20/30 in each eye (ensures adequate vision for critical details/safety).
* Field of Vision: Minimum 150° horizontal; 20° above/below fixation (necessary for situational awareness).
* Colour Vision: Correctly identify at least 17 of 21 Ishihara plates (required for safety indicators, warning lights, tradecraft visual signals, etc.).
* Eye Health: Free from ocular disease that impairs visual performance (mitigates sudden or progressive impairment).
* Note: Tests are available at any optometrist. Results must be provided prior to the completion of the Assessment Centre and must be dated within one (1) year to the day they are provided.

HEARING STANDARDS (Hearing aids permitted):
* Better Ear: Hearing loss <= 30 dB at 500–3000 Hz.
* Worse Ear: Hearing loss <= 30 dB at 500–2900 Hz AND <= 50 dB at 3000 Hz.
* Note: Tests are available at hearing clinics or via a general practitioner. Results must be provided prior to the completion of the Assessment Centre and must be dated within one (1) year to the day they are provided.

PHYSICAL MOBILITY STANDARD:
* Within 3 minutes, candidates must complete a 250m run and climb a 1.4m fence. Evaluated in person during the Step 6 Assessment Centre in Ottawa.

PSYCHOLOGICAL HEALTH STANDARD:
* Assessed via an interview with a psychologist during the Suitability Assessment phase.

CONDITIONS FOR ALL CSIS EMPLOYEES

CITIZENSHIP
* All employees must be Canadian citizens.

DIRECTIVE ON SUBSTANCE USE
* The use of illegal substances is strictly prohibited. To remain a candidate, you cannot use any illegal substances. This question will be revisited throughout the recruitment process, and any evidence of illegal substance use will result in application termination.
* All employees must arrive fit to work. Employees must refrain from recreational cannabis and alcohol use for a period of 8 hours before any known or expected performance of work, or 24 hours before reporting for safety-sensitive duties.

PERSONAL TRAVEL RESTRICTIONS
* Given the current political climate, personal travel to, or transit through, the People's Republic of China and Russia is not permitted for employees. Candidates must be aware of and ready to abide by this directive if hired. Travel restrictions to other countries may be modified at any time based on the geopolitical situation.

SECURITY & POLYGRAPH SPECIAL DIRECTIVES
* Polygraph Discretion: Do not disclose the polygraph requirement to others. Disclosing it signals that you are a potential future employee of CSIS, as very few departments utilize polygraphs in recruitment. You must avoid identifying links between yourself and CSIS.
* Polygraph Research Ban: Do not conduct research on any aspect of polygraph testing on the Internet, in books, or through conversations with individuals who have previously taken a polygraph exam. Any research conducted may jeopardize your ability to be assessed and disqualify you from the process.

[IntelligenceOfficer]

Full CSIS Intelligence Officer interview list of possible questions (new process only uses some of these):

Example of Common Sample Questions:

What are your strengths and weaknesses?
What does the Intelligence Officer do? What do you know about IO?
Why do you want to work for CSIS?
What is the reason you want to work for CSIS and not another government department?
How has your experience prepared you for this position? What skills do you bring?
What was a problem you've faced, and how did you deal with it?
What was an instance in which you had to make a tough ethical decision (asked to do something that went against your beliefs or values) and what did you do?
Where do you see yourself in 1 year? 5 year goals?
Have you done drugs in the past 12 months? Have you ever tried any drugs? Why not?
Do you have a valid unrestricted driver's license?
Describe a current event and your analysis of how it relates to what XXXX does.
Why should we hire you over other applicants?

PHONE INTERVIEW QUESTIONS LIST (up to 1h):

HR people only go by first names and all emails are generic with no names or contact information.
There is a preamble about being honest and how it's important to tell the truth.

List of Possible Questions (in no particular order):

Are you a Canadian Citizen? When and how did you become a Citizen? Do you have dual citizenship?
Do you know anyone who works for CSIS?
Does anyone in your family work for CSIS?
How did you prepare for this interview?
What do you know about CSIS in your own words? Describe CSIS.
Describe the IO role?
Why are you interested in the role?
How are you a good fit in terms of education and experience?
What is the difference between RCMP and CSIS?
Why do you want to work for CSIS?
Describe a recent current event in the news and how it relates to CSIS (preferably within Canada)?
What makes you qualified for CSIS that you could bring to the job (skills and education)?
What are your strengths? What are your weaknesses?
What would your manager say are your strengths?
What would your manager say are your weaknesses?
What are some unique skills and traits that you have?
Did you complete a Bachelors Degree? When did you graduate?
Why did you choose the job/education program that you did. What made you choose it?
Do you have a valid driver's licence?
How is your second official language?
Do you speak any other language?
Have you ever done drugs in the past 12 months?
Have you ever done drugs? Why not?
Mobility requirement discussion. Relocation requirements.
Is your partner alright with mobility and you moving to different parts of Canada?
Is your family ok with moving across the country?
Tell me of a time when you dealt with a stressful situation and changing priorities. How did you deal with the stress? What did you do? What would you do differently?
Tell me about a time when you had to analyze information and make a recommendation to your manager about a situation you had limited information about? What steps did you take?
Describe a major change that occurred in a job that you had? How did you adapt to this change?
Have you applied to any other jobs?
Do you have any other ongoing job applications?

Hypothetical Scenario:
Source meeting with a contact who has certain information you urgently need but your work shift is over. Analyze the situation and variety of factors to consider such as meeting in a parking lot on short notice late in the evening and a suspicious looking group of individuals nearby. What would you do and how would you go about it? Analyse ambiguous information. Are the group of people nearby really threatening or menacing individuals. The regular officer can't meet the contact so you have to after hours. Think of alternatives to meeting or meet the source last minute to get the information that the source has.

Warning: Do not to post on forums or discuss about polygraph. Be discreet about your application. (This is a nonsensical warning since the polygraph is one of the very last steps of the process. In terms of being discreet, they ask for 3 reference letters right at the beginning, plus another 3-4 general character contacts, and all past employment and volunteering position contacts in the last 10 years. All this information has to be included on the forms that you submit in the initial package after the phone interview but before any in-person interviews).

IN PERSON INTERVIEW QUESTIONS LIST (up to 3h):

Some of the questions are the same as in the Phone Interview. They will repeat some of the basic questions such as Why do you want to work for CSIS? Other questions will be more detailed or worded differently. Only a few new behavioural based questions, plus different scenario.
They have a copy of your resume and cover letter from the application so will pick specific things from your resume to ask you such as about this or that job or why you took this or that job. Know your resume and be prepared to answer questions about specific things and explain your decision or how you did something. Probing questions about specific jobs/roles and what they were and what you did.

List of Possible Questions (in no particular order):

What did you do to research this position? What specific research did you do to prepare for this interview?
Who have you told about this position? Have you talked to anyone else about your application?
It's a competitive position, what abilities/characteristic do you have that differentiate you from other applicants? Why should you be chosen for this position?
Tell me of a time when you dealt with a stressful situation and how did you deal with it?
Tell me of a time when you had to deal with a problem that you had to research and had very little information (high uncertainty, low knowledge situation) but had to provide recommendations to management? What steps did you take?
Tell me of a time when you had a change of role in a new/different position/situation and how did you deal with it?
Where do you work now? Why do you want to leave your current job?
Why do you want to work for CSIS and not Public Safety Canada? Why not a different agency? Why do you want to work for government?
Why are you interested in this specific position and not another position within CSIS?
How does your education and experience relate to this position?
How did you prepare for this interview?
Tell me about CSIS, what does it do? Explain what CSIS does in terms of the Section 2 CSIS Act responsibilities.
Tell me about some current events in the news that relate to the CSIS mandate (in terms of Section 2 CSIS Act responsibilities). Focus on domestic national news.
Tell me about partner agencies and departments that rely on information from CSIS. Provide a list and description of CSIS partner agencies. Some people use a piece of paper to write down a list of agencies (asked to list partner agencies and what kind of information CSIS provides or how they relate to CSIS).
Tell me when you had to do something (find an answer) or solve a problem with minimal direction.
What is a personal weakness that caused you a problem and how did you solve it? What did you do? What happened?
What is a professional weakness that caused you a problem and how did you solve it? What did you do? What happened? What would you do differently?
What is one weakness that caused you a problem and how did you go about addressing it, what did you do? (Personal and professional.) Must be something that caused you a problem, then explain how it was addressed and what you learned from it.
Tell me of a time when you made a mistake or did something wrong and what you did to fix it?
Tell me of a time when you had a belief or opinion and had to go against it or there was an ethical conflict. Tell me of a time when you had to do something that went against your beliefs or values. What did you do and why? How did you resolve the conflict? What would you do differently?
Discussion about managed careers. No exact career path. Depends on Service needs.
Salary discussion. Ranges during different stages. Are you making more or less now? Is the salary acceptable to you? How much are you expecting to make?
Training period discussion. IO training course in Ottawa for 12 weeks. Pass/Fail. Office based. Probation period is 3 years. Desk job case officer 3 years minimum. Investigative role competition for field investigator training course eligibility after 3 years (leading operations and building trust and relationships in the field).
Discussion about relocation requirements, anywhere, anytime. Managed career from Headquarters. Assignments sometimes on short notice and for special events anywhere in Canada. How does this sound to you?
Have you thought about the mobility requirement? What if you were to be posted on the other side of the country or in a small town? How would your partner feel about moving? Did you discuss this with your partner? Did you discuss this with your family? Do you have pets that would need to be taken care of?
How is your second language? Any other languages? Reading, writing, speaking ability? How often do you use it?

Role Play Scenario:
This involves acting the role with another person while the interviewers observe. Given fake CSIS badge and have to knock on door and initiate a conversation with a stranger. Visit someone's office without an appointment and ask about that person's co-worker (the target). Given brief facts and instructions to read for 5 min. Emphasis on finding out information about specific issues regarding the target of an investigation while being discreet and confidential. 5 minutes prep time followed by short roleplay, over in about 5-10 minutes. The person you are talking to in the roleplay will be very uncooperative and challenge you as to why they should cooperate or even talk to you. Are you the police? I don't understand who you are, who are you? What do you want? Am I under arrest? I don't think I should even be talking to you. I don't feel comfortable talking to you. Am I in some sort of trouble? I don't understand why you are asking me all these questions. I don't feel comfortable talking to you about my coworkers. Should I talk to a lawyer before talking to you? I have to go now. Meeting will then end abruptly after being stonewalled by a difficult person.

Questions afterwards by interviewers will probe how it went:
How do you think that went? How do you think you did? How did that feel? What would you have done differently? What else would you have done? What do you think about the investigator role in the future? Would you be comfortable with doing this in the future regularly?

Warning at the end: Don't discuss the polygraph or steps because very few other agencies have the polygraph. CSIS is unique. Warned not to research polygraph. Warned not to post about polygraph on social media or discuss process with others. Minimize linkages with CSIS. Cautioned that some people who try to research the polygraph fail the polygraph step near the end. Be discreet, don't show linkage to CSIS. (In reality many different local and federal agencies use polygraphs. When they ask for many reference contacts, plus reference letters before the in person interview, it's impossible not to show linkages to CSIS unless you're intentionally lying to all your friends, family, coworkers, and references.)

Different interviews build on prior interviews. Scenarios and roleplays share same overall theme and build on the narrative.
What do you think of the process so far?
Do you have any questions?