For decades, psychologists have partnered with police forces to help them select candidates for their organizations, selecting for behaviors such as reliable use of equipment, appropriate use of force, the ability to create a command presence, and the ability to interact well with the public. This latter issue has thankfully expanded over time. Now, many policing and public safety organizations are increasingly asking psychologists to help ensure that their officers can demonstrate the empathy, sensitivity, patience, and compassion to serve their diverse constituents. Additionally, police are oftentimes the front-line responders to situations that involve the mentally ill, also requiring higher levels of sensitivity and compassion.
The use of psychological assessment has long been a tool useful in helping organizations employ people who fit the roles they are begin hired for, reduce unwanted turnover, and to drive new employee satisfaction and engagement. This practice goes back over half a century, giving psychology a great deal of time to improve how it assists in this hiring process.
There are many aspects of pre-employment assessment that are validated over and over again to help with the above goals. In this presentation we will discuss what the research shows to be the most useful practices in pre-employment assessments are, and what are some pitfalls to watch out for.
As psychologists, we are committed to creating more diverse and inclusive environments. We now have even more information about how we can help organizations work toward their DE&I goals through selection and retention. This presentation will review what some of the most important research findings that relate to the assessment, onboarding, and integration of candidates in a way that drives diversity and inclusion for employers. It will present practical, real-world steps that are immediately applicable.
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