NCJ Number
109562
Journal
Law and Order Volume: 36 Issue: 2 Dated: (February 1988) Pages: 66-69
Editor(s)
B Cameron
Date Published
1988
Length
4 pages
Annotation
Many public safety departments, aware of the possibility of embarrassment and liability, use several tools for screening applicants, one of which is psychological testing.
Abstract
Ten years ago, only 3 percent of public safety departments used any form of psychological screening, as opposed to recently when that figure was estimated at 55 percent. Psychological screening is valuable for preventing seriously inappropriate behavior and saving the department time, effort, and money. Chances of embarrassment and liability decrease upon reasonable selection of employees. There are a number of firms that offer psychological evaluation services, however these procedures can become expensive and time consuming. A good hiring procedure should proceed through several steps beginning with initial application and ending with a personnel interview. Other steps are listed. Psychological assessment is valuable but should not become a substitute for other types of judgment, with respect to fair hiring practices. Considerations of psychological screening include the type of service and tests to be used. Different tests are listed and described with strengths and weaknesses. The issue of what tests are to be used is best left to the psychologist rather than law enforcement officials.