Given the concerns of the Auditor General, provide a suite of recommendations to improve the efficiency and effectiveness of the first stage of the WAP selection process for new police members It is possible to provide several recommendations that the administrators of the West Australian Police (WAP) should consider to improve the efficiency of their recruitment strategies. First, they need to re-evaluate the importance of different selection criteria that they use. Some of them can prevent WAP from finding suitable candidates. In many cases, it is impossible to evaluate a person’s in terms of job knowledge, tolerance of stress, or interpersonal sensitivity before he/she encounters real-life difficulties associated with police work. Additionally, in many cases, people can give the answers that the recruiters expect, even though these responses do not reflect their values. Finally, some of the selection criteria are not fully consistent with one another, for example, one can mention the respect of authority and initiative. Therefore, recruiters need to remove some of the selection criteria. This recommendation is particularly relevant if one speaks about psychometric testing that each applicant has to undergo at the very beginning of the recruitment process. This is one of the suggestions that can be singled out. Additionally, the recruiters should focus on the interview process which is aimed at identifying the applicants who can meet the demands of WAP. One of the options is to ask the applicants to provide written responses to the questions. The main advantage of this approach is that recruitment officers can evaluate the responses more objectively (Mctaggart 2014, p. 121). Moreover, in this way, one can eliminate the risk of interviewer’s prejudice against a candidate. In this way, one can significantly increase the efficiency of selection, especially at the early stages. Apart from that, it is possible to design a set of questions or dilemmas that throw light on the complexities of police work. The applicant should be asked to provide their solutions to these problems. This approach will enable recruiters to gain a better idea about the values of a person, and his/her understanding of the police work as well as the challenges that law-enforcement officers can face daily. These are some of the main issues that can be identified. Overall, these procedures are helpful because they enable HR professionals to gain a better idea about the behavior of a person and the choices that he/she can take under various circumstances. Moreover, these strategies will assist recruiters in finding applicants who are more suitable for police work. These are the main benefits that WAP can achieve with the help of the proposed strategies. What recruitment strategies would recommend increasing the number of female and indigenous recruits for entry to the Academy? Much attention should be paid to the recruitment of females and the indigenous population. At present, these groups are underrepresented in the police departments. One of the strategies is to ask employees to offer written responses. As it has been said before, this approach will ensure that recruiters will focus on the responses of an applicant, rather than his/her gender, race, or ethnic origins. This is one of the advantages that this strategy can bri