Excelling at the 9 Phases of the Law Enforcement Hiring Process

9 Phases of the Law Enforcement Hiring Process

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Ashley Smith

Breeze Through the 9 Phases of the Law Enforcement Hiring Process

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Unlike most jobs, becoming a law enforcement officer involves far more than completing an application and interview. Agencies run their applicants through a comprehensive series of tests and exams, each designed to narrow the field of applicants to advance only those who are most qualified.

As with the basic requirements, each state has a Commission on Peace Officer Standards and Training (POST) or similar entity that establishes minimum selection standards for law enforcement officers. Recognizing that each state and each agency may differ, below is a summary of the steps you are likely to see in the hiring process.

#1 The Application Process

The physical agility test will measure your abilities through such exercises as sit-ups, push-ups, running a specified distance within a specified time, lifting or dragging something that simulates the size and weight of a person or common object, and similar tasks that can be compared to what police officers may be asked to do during their work day.

Some agencies, particularly state police agencies and many police departments in California, have retained a six-foot wall climb as part of the physical agility test. Although many candidates find this the most intimidating of the physical requirements, departments that retain it as part of the test have shown that candidates who prepare sufficiently are consistently able to pass.

#2 Physical Agility Testing

An exam that may feature multiple-choice, true-and-false, and open-ended questions in a variety of subject areas

#3 Written Test

Providing false information, or failure to provide accurate information, is grounds for not being hired, or termination if applicant has already been hired.

Very often the information that people are trying to cover-up would not have stopped them from getting hired, however their act of providing false information did.

Termination can occur at anytime after being hired if false information was provided. It is always best to be upfront and take your chances.

#4 Personal History Statement

The background investigation actually begins with your application, which you may have filled out months or even more than a year ago. Make sure your original application was properly and thoroughly completed.

If you have changed residences, jobs, or any of your listed references have changed, notify the agency immediately. Part of the ongoing background investigation will be to judge your thoroughness and your ability to follow up without being prompted.

#5 Background Investigation

Did you know that people actually fail the detection of deception (lie detector or voice stress analysis) testing but are being 100% truthful?

And with the huge number of applicants it's not even worth the agencies time to listen to you explain how you were being truthful. They just move on to the next applicant.

#6 Detection of Deception Testing (Lie Detector, Voice Stress Analysis)

Perhaps one of the most important but least understood aspects of pre-employment screening for law enforcement and other criminal justice careers is the psychological exam.

Often one of the last steps in the hiring process for police officers, the psychological exam can make or break your chances at a law enforcement career.

Psychological screening is just one more tool that many police agencies use to ensure they hire the best candidates for the job. It is part of a multi-faceted hiring process that can include a basic abilities test, a thorough background investigation, a credit check, a polygraph exam, physical abilities testing and medical screening.

#7 Psychological Examination

The image you present in your Police Oral Board Interview is one of the most important elements to consider in any preparations you undertake.

The most positive image to present is one that displays character traits that are universally perceived as positive. Bringing a powerful combination of accepted positive images to your interview is a sure way to make a winning impression that puts you one step closer to your ultimate goal – becoming a police officer.

#8 Oral Board Interview

Generally only those applicants who have been given a conditional offer of employment will be subject to the medical exam.

This physical exam will evaluate if you are medically fit to meet the physical requirements of the job. Specifically, you should be able to perform the “essential job functions” as listed by the employer. For example, to drive a vehicle, your vision will be assessed and you should have a low risk of sudden incapacitation, such as seizure or heart attack.

#9 Medical Examination•Height

•Urine test

•Chest X-ray

•Weight

•Vision

•Hearing

•Blood test

•Blood pressure

Electrocardiogram

•Screening tests for illegal drugs

Applicants PROBLEMSome phases are more in depth and require much more preparation, but you want to have a strong showing in EVERY phase. That is how you will get noticed and move to the front of the line to get hired.

The areas that applicants struggle the most with are the written test, detection of deception testing, psychological exam and oral board. And of course, these areas have the most bearing on you getting hired.

You need a guide that gives you the insight into each phase that tells you exactly what law enforcement agencies are looking for. You also want a guide that will give you personal advice on how to make an impression on your prospective agency.

The SOLUTION

Make sure you have a resource to give you all the secrets to moving through the hiring process fast and also preparing you for all the phases!

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