Police Officer Interviews

***Supplement is not written in the exact order of statements made during the interview. The interview was audio and video recorded.

The key in the selection process is to choose a strategy for screening your candidates so that you are able to view the people that or most qualified for the position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and reference checks are often done by a third party. Many companies are beginning to incorporate assessment tests and activities into the selection process to insure additional training is not necessary for potential candidates. These screenings can be very important in weeding out the wrong candidates and keeping potential good fits for the position in place for the

An examination of the patrol officer’s jobs and duties took place. The gathering of information and interviewing a seasoned patrol offer assisted in this examination. The city in which the patrol officer works is also studied. Research of the city of Hueytown’s population and history helped to understand the demographics and crime within the city. While Hueytown’s violent crimes are low, thefts and burglaries rank the highest. Communities, including the city of Hueytown, place patrol officers on the streets in order to protect and serve. Officer Louis Phillips, Jr. gave an interview that takes an in depth look at his journey as a patrol officer.

how the questions are answered. Your goal in choosing an interviewee is to simulate the interaction

Many businesses require their upper-level leadership to have a degree. The police departments are now starting to change to that style of education hiring. The hiring process can be very complicated because the police department wants to ensure that they are hiring the right person that fits their department. Choosing the right applicant for the job is an important decision because of the cost of the equipment, uniforms, training, and probation period because this is an investment in the departments future (Dempsey, & Forst, 2016). Because the police departments are requiring their officers to have an associate’s or bachelor’s degree for an entry-level position will make the department more completive, but the department should still consider

After barely graduating in the spring of 2017 from Lopez Early College High School, I went straight to my parent’s house not knowing exactly what I was going to do with my life. I knew I had ruined my life after not paying attention to my teachers and counselors about applying to colleges. They said I was a wonderful and intelligent student with a tremendous capacity of succeeding in life. Although everybody thought that about me, I never did. I was constantly under pressure thinking that I had to work in order to support my family economically, so our house was saved. I was also worried about whether my parents were getting divorced after every insignificant argument they had. I had to be an excellent example for my two younger siblings; but even though I tried my best, I never was.

Like I stated before in the introduction, it allows to evaluate the different reactions of candidates; namely how they react toward a stressful situation and how well they respond to questions. It also allows to know whether a candidate is motivated about the job he/she is applying for. It then becomes clear or easy for the recruter to decide whether a certain candidate will be a good fit to the organization given his/her qualifications. Thus, this type of interview requires some preparation from the interviewer. The preparation is basically reviewing the EEO (Equal Employment Opportunity) laws that allow the recruiter to avoid any kind of discrimination, developing an applicant profile by means of competency-based, behavior-based and talent-based techniques, and finally assessing what applicants want in an interviewer (friendliness, honesty…) and in a position that they are applying for (environment and culture in the organization). On top of preparation, the recruiting interview requires some kind of structure. A good recruiting interview needs to be highly structured. Otherwise, it won’t allow the recruiter to get as much information as possible from the interviewee. Along with the type of structure, the recruiting interview allows to have a broad selection of question sequences. To be more specific, the funnel, inverted funnel and tunnel sequences are the mostly used to allow a smooth movement from

On 9 December 2015 I, Daniel Hunter contacted the Sumner County Probation Office in reference to Daren Gilley. Mr. Gilly’s probation officer met me at his residence located at 1054 Hartsville Pike #54. I made contact with Mr. Gilley and advised him that I was there to talk to him about some burglaries I was investigating. While on scene I talked to Mr. Gilley and his girlfriend, Ms. Andrea Janis about his probation. Mr. Gilley stated that he is aware that he is on active probation. He also is aware that he can be searched and his place of residency can be searched. Mr. Gilley advised that I would not find anything. Ms. Janis stated that she understood and that I was free to look. I conducted a search of Mr. Gilley’s person and was he stayed

In 1966, a milestone in Law Enforcement interrogation procedures was established through the case of Miranda vs Arizona. In the case of Orozco vs Texas, just a couple years later in 1969, the guidelines established by Miranda vs Arizona changed the ruling of Reyes Arias Orozco who self-incriminated himself without being read his Fifth Amendment rights while being interrogated in his home. Orozco vs Texas effected interrogation procedures due to Orozco being interrogated inappropriately in his own bed, early in the morning, and without being aware to his rights which clearly states within the Self-Incrimination Clause that, “The Fifth Amendment 's right against self-incrimination permits an individual to refuse to disclose information that

In reality, there are limited places that violence cannot happen, however, we are often surprised by some of the places violence does take place. One of the places many don’t expect violence to take place is in the hospital. Hospitals are designed to promote safety and provide medical care and nursing treatment for sick or injured people. Unfortunately, on January 12, 2016 a hospital security guard and a police officer endured near-fatal shootings by a drug-affected patient in Nepal. Rachel Olding, the author of an article written February 4, 2016 points out some concerns, thoughts, and ideas for improvement taken from hospital workers who have seen and experienced hospital violence firsthand. Hospitals need to be a place of safety for their patients, staff, and visitors.

    I Interviewed Federal Conservation Officer Ashley Look on the day of April 27th, 2017. She works as a Federal Wildlife Officer for the U.S Fish and Wildlife Service. Officer Look is a field officer for the Litchfield National Wildlife Refuge. She informed me on the requirements to become a Federal Wildlife Officer and her respective duties. Officer Look stated that it is required to have at least one-year work experience in the field of law enforcement and/or natural resources or have a four-year bachelor’s degree with a strong focus on natural resource management, natural sciences, criminal justice or a related degree. Although not required she strongly recommends obtaining a four-year degree due to the competitiveness of the application process. To become a Federal Officer, you also need to have a valid driver's license and be a United States citizen. In addition to all of that, your record has to be clean with no

Violence against women Elaborate on specific interviewing techniques used to effectively communicate with an individual who is at risk in your allocated area The Kinds of Questions the Officers Should Ask Can you tell me what happened? 2. You have an injury. It looks like someone hit you.

Being one of the largest populated and diverse cities, a peace officer that’s employed within Harris County, TX boundary, would encounter individuals from different ethnic backgrounds, financial status, religions, etc. commonly. Furthermore, a peace officer in this area would be faced with strenuous incidents more often in a rural area and would benefit the peace officer with experience. I had the benefit of interviewing Senior Peace Officer Victor Becerra with the Houston Police Department. Officer Becerra career has lasted 26 years and works out of the Near Town store front as a Divisional Reactive Team Officer.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

Overview. Imagine you are an I/O psychologist hired by Organization X to help them create a selection system for hiring pilots to fly commercial planes.