Abstract
ABSTRACT Intelligence agencies face notable problems in recruitment. In particular, candidates can easily misunderstand intelligenceassessments roles. Challenges sit on the recruiter’s side too. Someof the traditional methods, particularly the over-reliance on the‘classic trio’ of a curriculum vitae, an interview and referee checksyield inferior results and weaken diversity. The inclusion of a widerrange of selection tools and tests not only improves an ability toadjudge applicants, it also gives candidates a much better senseof the role applied for. John Wanous’ Matching Model is utilised todemonstrate that employment ought to be a two-way process ofattraction.
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