OFFICER SELECTION PROCESS

Officer Selection Process



Officer Selection Process

Human Resources

All organizations have a goal which is the guidelines or specifics to meet the objectives. These goals must be established based on measurable criteria. A goal is a general guideline that applies for a final result. The recruitment is a set of procedures designed to attract qualified candidates potentially able to occupy positions in the organization. The recruitment process begins when the company puts the vacancy announcement and ends when the person puts his curriculum in the HR office. Varied alternatives of methods to evaluate and choose their officers are provided to law enforcement agencies all over the United States. The authentic evaluation and assortment measures demonstrate significant in that procedure and a key prospect is offered in the definite evaluation and assortment measures. These procedures prove critical in that process to scrutinize those who will hold an enormous amount of authority. The sources of recruitment can be internal which consists of current employees who may be promoted or transferred, or can perform the functions you want to occupy (Aumiller, 2007).

The advantages of internal recruitment are that it's cheaper, faster, have a higher rate of validity, a source of motivation and creates legal competition among employees. The advantages of external hiring are that it brings new blood and new experiences to the company, renewed and enriched the HR organization and leverages investment in staff training and development performed by other companies or by the candidates. The external recruiting techniques include access to archives of candidates, presentation of candidates by company officials, posters or announcements at the gate of the company, contacts with other companies operating in the same market, ads in newspapers and magazines and recruitment Agencies.

Selection process

The selection process may include written tests, physical exams, background investigations and interview. Many hiring and human resource agencies follow the regulations provided by state civil service. A candidate shows interest in the job of police officer by applying for employment or attempting a scheduled exam. Background investigation and medical check-up is used by every organization in all departments. Background investigation ensures agencies to recruit qualified candidates only and indicate the candidate's motivation, ethics and competency. Candidate has to fill a background questionnaire which has questions about education, residence, family, friends and personal references. The candidate is interviewed about past employers and past performance. The interviewer discusses the applicant's work ethics, honesty, performance and sociability (Barrett, 2003).

The medical examination is essential in every organization in hiring procedure. The applicant is required to visit a physician. The physician is appointed by the certifying personnel agency or department. The medical examination confirms that the applicant is in good health and meets certain standards, for example, eyesight, weight, height, hearing, etc.

After these tests, comes the physical strength and agility test. This test often includes pull-ups, sit-ups, running, side lunges and squat thrusts. This test is an examination of strength, endurance, aerobic endurance, agility and obstacle course. A few departments have developed new tests to access particular ...