Abstract
Police selection can be broadened in many jurisdictions, moving beyond traditional reliance on cognitive skills testing, but managers should be aware of dilemmas this process may entail. Jurisdictions differ from one another and trade-offs often need to made between competing values; therefore, there is no “one best way” to select law enforcement personnel. However, in light of several jurisdictions’ problematic experiences, managers should take care not to place undue emphasis on any single knowledge, skill, and ability (KSA) or demographic consideration. Also, personality measures have limitations and may never fully replace cognitive tests.
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