Select candidates whose skills and abilities best match needs and values of the department. Background investigation is critical. It must be thorough. Often done in a perfunctory way. A battery of psychological tests geared specifically to policing is beneficial particularly if supported by thorough background checks.
Assessment centers are less subjective and less subject to challenge - based on objective data.
Successfully used in recruiting and promotion assessments in testing job specific skills, interpersonal and practical. A number of models are provided here on which local job analysis could be based. The objective models are especially valid and could be used as a basis for making some local determinations about people skills required. While they are more much more valuable than an off the top of the head review, they are only a secondary substitute for each agency looking closely at its own requirements using the methods described. These proposals for recruiting the best staff for community policing need careful consideration by whoever has the responsibility for recruiting, be they police executives, a city personnel office or other municipal authority.