Finding good cops: the foundations of a screen-in (not out) hiring process for police

Abstract

PurposeThe purpose of this study is to outline components of a proposed screen-in (not out) hiring process for police.Design/methodology/approachThis study uses survey data collected from police officers of all ranks (n = 166) in one Arizona police department, exploring officer perceptions of the most important qualities necessary to be an exceptional police officer, as well as the optimal processes for finding people with those traits.FindingsResults build on prior studies that have begun to identify sought-after traits including honesty, integrity, ethics, compassion, empathy, as well as communication and listening skills. Findings also suggest preliminary steps for finding good cops through expansion of existing screen-out processes to also screen-in desirable prospects, application of some academy training processes to the hiring pool, and more proactive recruitment efforts.Originality/valueThis study adds value to the extant literature on the characteristics of good policing and on identifying the qualities by which to “screen-in” officers during the hiring and recruitment process. Further, the authors expand this understanding by capturing perceptions of the best processes to identify individuals with desirable qualities during the hiring and recruitment process. The implications of these findings are used to initiate a discussion of foundational components of a screening-in hiring process for police, informed by both empirical research and community perspectives.

Informing the recruitment crisis in policing: Evaluating which incentives can entice the best candidates among college students

“…For instance, following changes to their recruitment and hiring practices, Prince William County (VA) Police Department reported receiving many applications from individuals who "never even considered this profession" (PERF, 2023, p. 31). This highlights the potential for widening an application pool by attracting talent proactively (Sun et al, 2022;Terpstra et al, 2022).…”

“…Our use of a student sample is intentional, as it constitutes a natural recruiting pool for police agencies nationally. According to a 2010 RAND survey, most police agencies targeted college graduates (67%) and used college outreach as a key recruitment method (75%) (Wilson, Rostker, et al, 2010)-a focus that has remained prevalent in recent years (ICMA, 2018;Morison, 2017;Terpstra et al, 2022). The study's design and survey instrument were approved by the university's Institutional Review Board.…”

“…Since then, many studies have considered traits that are seen as valuable for police officers to have, yielding a long list (e.g., Hogue et al, 1994;ICMA, 2018;Kumar, 2019;Morison, 2017;Sanders, 2008). Terpstra et al (2022) surveyed 166 officers in a single Arizona police department, where officers described over 800 desirable traits-reflecting the breadth of potential traits described in this literature. The authors summarized these traits as (1) Moral Character (integrity, honesty, fairness, sincerity, ethnical, and courage); (2) Perspective (empathy, compassion, humility), (3) Communication Skills (listening, speaking, and writing abilities), (4) Mental Toughness (prepared for rigors of the job, emotional stability), ( 5) Technical Skills (shooting accuracy, driving, and physical fitness), and (6) Work Ethic (commitment, persistence, and dedication).…”

“…This has resulted in a strong desire to select "the right" officers, where "quality" can be defined in terms of talent and of qualifications which extend beyond subjective traits. Along this vein, policing experts and stakeholders are motivated to find methods to "screen in" the strongest applicants (Sun et al, 2022;Terpstra et al, 2022).…”

“…Concurrently, although most of the literature focuses on how criminal justice agencies can select the best applicants once they apply, a far smaller body of research focuses on how to attract the best applicants. This is important because policing organizations acknowledge the importance of "targeted" or "proactive" recruitment (Morison, 2017;Sun et al, 2022;Terpstra et al, 2022). Specifically, rather than waiting for ideal applicants to apply, these efforts seek to identify ideal recruits and to actively motivate their application.…”