Recruiting should emphasize values and candidates be in accord with them. Profiling should be undertaken through job analysis. Job analysis should be focused on task and on people in the new role. Job competencies identified through task analysis and critical incident analysis support human performance requirements of police agencies, including selection, testing, training and evaluating performance. Recruiting is about screening in the widest pool of breadth and quality.
Selection is about screening in and screening out after application received.
Role re-definition and enhanced skills spell increased credibility and professionalism. Active, aggressive targeted recruiting will address improved selection. Resourceful, innovative advertising to include values, realistically and accurately detailing the job and the requirements from the profile, the challenges and career opportunities - not a media model of policing. Military experience is no panacea to police recruiting for the new role. Good education standard is critical.