Psychological Job Interview
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There will be days when you're forced to stand firm yet polite in the face of tremendous verbal abuse, and there will be times when you're exposed to horrific scenes. It takes all kinds of personalities to handle this and to make up an effective police force, but there are certain personality traits all officers should ideally share. There are also certain traits that are agreed to be undesirable in law enforcement officers. Psychological tests tend to focus on identifying those undesirable traits. The test isn't a reflection on your value or your personality if your screening finds one or more of these "undesirable" traits. Psychological Screening as a Hiring Tool Psychological screening is just one more tool that many police agencies use to ensure that they hire the best candidates for the job. It's 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.
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Police officers are held to a high ethical standard, and the police psychological exam serves as one more way to screen out candidates who might demonstrate unacceptable or undesirable personality traits. What You Should You Expect When you arrive at the psychologist's office, the first thing you'll probably notice is the crowd. Several candidates are often evaluated at one time, although your interview should be private. You'll be asked to sign a consent to undergo the process. You'll probably be given an initial questionnaire that will ask you a series of questions about your personal history. Past drug use, what you consider to be your personal strengths and weaknesses, past employment, education, and personal background are all likely to be inquired about. You'll be presented with a series of multiple-choice personality assessments after the initial survey. These assessments will likely include the Minnesota Multiphasic Personality Inventory (MMPI). Plan to spend several hours completing these surveys, which will often be comprised of statements with which you'll be asked to strongly agree, agree, gauge as neutral, disagree, or strongly disagree.
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The police psychological exam is perhaps the most important but least understood aspects of preemployment screening for law enforcement and other criminal justice careers. It's one of the last steps in the hiring process for police officers, and it can make or break your chances for getting the job. It's estimated that more than 90% of law enforcement agencies in the U. S. require psychological screening of their applicants, either before or after receiving a conditional offer of employment. Only about 65% of agencies use polygraph exams, and 88% also employ drug screening. With so many agencies placing their faith in a psychologist's opinion, many would-be police officers are understandably concerned by what the police psychological exam involves. What Psychological Screening Isn't Preemployment psychological screening does not determine a candidate's sanity or lack thereof. It assesses a candidate's suitability for this particular job. A lot of demands are placed upon law enforcement, and a day in the life of a police officer can be emotionally, mentally, and physically taxing.
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The primary goal of the exam is to ensure that you have the psychological fortitude to handle the unique demands of police work. The exam is actually a battery of tests that includes several components. Typically, the exam starts with a pretest self-interview or evaluation. Next comes a series of multiple-choice tests or surveys. Finally, there will usually be a sit-down interview with a psychologist with experience in public safety issues. The evaluation takes the totality of all these components into account to help the psychologist render a final opinion as to the applicant's suitability for the law enforcement profession. That determination is usually expressed in one of two ways: Low risk, medium risk, or high risk for hiring Acceptable, marginal, or unacceptable for hiring Assessed Personality Traits Preemployment psychological screening evaluates a number of personality traits to help formulate an opinion as to whether a candidate would be a good hiring choice.
