Recruitment process

Thank you for your interest in ADM.

Rest assured that we will process and follow up your application with the greatest possible attention. Our staffing process complies with the Employment Equity Act and is based on best practices. It allows us to assess, objectively and fairly, the fit between your professional profile and the position you are seeking.

Receipt of your application

Whether you have replied to a specific job posting or spontaneously sent in an application, you will receive an acknowledgement of receipt by e-mail. Please note that we contact only candidates who match a profile we are looking for.

Steps in our recruitment process

1. Pre-interview check: 

Depending on the position to be filled, you may be asked to provide the following documents:

  • Academic degree or certificate
  • Driver’s licence
  • Permit, attestation or certification

Make sure you have these documents close by.

In addition, for positions requiring that the employee be issued a restricted area identity card (RAIC), we conduct checks of the following:

  • Proof of Canadian citizenship or valid work permit
  • Proof of residency in Canada for at least the past five years
  • Criminal record
2. Selection methods and tools used to assess your application 

Note: Should your personal situation require some accommodation in order to facilitate the process of assessing your skills, we kindly ask that you inform us when scheduling your appointment at our offices.

The following is an overview of the methods and tools we rely on to ensure a comprehensive and objective assessment of your skills, knowledge, abilities and profile:

2.1 Series of tests

Depending on the position to be filled, we will administer various tests to evaluate your:

  • Language skills (oral and written)
  • Knowledge of office automation tools
  • Knowledge of the required technical aspects of the position
  • Physical fitness
  • Psychometric profile
2.2 Selection interview

All shortlisted candidates will be called in for an interview with a selection committee made up of a professional from Human Resources and the manager requesting the new employee. Others may attend, depending on the nature of the position to be filled. The selection interview includes general and behavioural questions as well as role-play. The goal is to arrive at a comprehensive portrait of your application, and to assess your profile and competencies.

3. Reference and reliability checks 

To maintain the integrity of our process, we rely on an outside firm to conduct reference checks, which may involve the following:

  • References and prior employment
  • Academic degrees and professional credentials
  • Credit history
  • Criminal record

For candidates seeking employment with the ADM Airport Patrol, qualified personnel in that area will conduct a reliability check in compliance with the investigative procedures administered by the Airport Patrol. Applications for some positions in other divisions are also subject to this procedure.

4. Pre-employment medical exam 

Depending on the nature and specific requirements of the position sought, you may be asked to take a medical exam prior to being hired, in compliance with the specific pre-employment exam protocol for the position to be filled.

At the end of the recruitment process 

If you are a successful applicant, congratulations! The Human Resources department will be delighted to send you a formal employment contract confirming your new conditions of employment and providing all the information you need prior to joining the team. Various activities are set up to welcome you into your new work environment and facilitate your smooth integration into the Aéroports de Montréal team.

If your application is turned down, we will let you know as soon as possible. You can continue to submit applications without any restrictions.

How to get to our offices if you are called for an interview