Officer Recruitment and Selection

OfficerRecruitment and Selection

Alaw enforcement agency plays the main role of neighborhood policingwhere police work in partnership with the locals community to curbcrime. The other role of the law enforcement agency is to minimizefear in the neighborhood in which they operate. Therefore, the mainsignificant quality required for an applicant for a police officerjob is character since candidates are normally chosen based on theability to serve the society in a professional and honorable manner.This paper will analyze the process of officer recruitment andselection in Boston Police department.

First,candidates who choose to apply for jobs as police officers in BostonPolice department are required to fill out application form for therecruiting unit. The applicant must have to attain certainqualifications in order to gain eligibility. The minimumqualifications include, all applicants must be American citizens andlive in Boston for a period of over two years. The minimum agerequired for the applicant is between 18-32 years old. On the otherhand, the education requirement is a high school diploma or GED.However, for those candidates who possess college credits or bachelordegrees, their chance of being hired is higher. Moreover, thecandidate must meet set standards for physical fitness. This is inaddition to having driving license as well as eligibility ofpossessing a firearm license (Criminal Justice Degree Schools, 2014).

Theprocess of recruitment in Boston Police department is quite lengthyand complex. It can be divided into three sessions: the first sessionincludes orientation, interview and a complete background analysis ofthe applicants. The second session includes psychological screening,drug testing and medical screening. The last session is known as thePhysical Ability Test (PAT test). Once an applicant successfullypasses through all the three stages, they get invited for anothersession known as new hire orientation. After a candidate gets hiredas a police officer they join the police academy for a two- yearperiod where they must meet specific employment requirements, inorder to turn out into fully-fledged police officers. In addition,veterans in Boston are encouraged to apply for these jobs where theymust sit for the civil service exam (Criminal Justice Degree Schools,2014).

Thetraining process is significant and helps prepare officers to actdecisively in various situations. Therefore, each subject taught tonew police recruits obviously include an integrity component whereissues addressed include the use, abuse and misuse of power.Furthermore, training leads to the officers achieving greatproductivity as well as bring effectiveness. Police training containthree major components namely, skills, knowledge and behavior. Thus,each participant must acquire abilities, knowledge, and skills toperform police duties. For this reason, the importance of training toall officers must be recognized. Some of the major components oftraining and career development include firearm training where lawenforcement officers attain knowledge of how, where and when to useweapons in order to prevent unnecessary injuries. On the other hand,psychological training for the police officer is offered in order tohelp them have better judgment when handling situations (Klockars etal., 2006).

Tacticaltraining of police duties such as arrest, interrogation, self-defenseand other defensive tactics is also a significant part of the policetraining. Finally, another component of police training is technologywhere the law enforcers gain skills on how to utilize technology iscrucial and help the police officer when seeking suspects in acriminal case. In conclusion, the Boston Police department has thehighest paid officers in America. Police officer recruitment andtraining in this department are the main component that shape policeintegrity in the nation (Klockarset al., 2006).


CriminalJustice Degree Schools. (2014). BostonPolice Department Officer Requirements.Retrieved from:

Klockars,C. B., Kutnjak, I. S., &amp Haberfeld, M. R. (2006). Enhancingpolice integrity.Dordrecht: Springer.