The best source of information about a job applicant' s background is, of course, the applicants themselves. Consequently, the most important step in the selection process is the face to face interview of the applicant. This is even more important when screening individuals applying for a position of public trust, such as a police officer. Many studies on police practices and ethics point to the fact that the best line of defense against inappropriate police behavior is the effective screening and selection of new officers. This forty-five minute videotape training program is specifically designed to enhance the selection interview of those individuals applying for positions of public trust - police officers, government employees, and private security officers.

This program offers a step by step interview process that will enable the perspective employer to assess the applicant's honesty, integrity and trustworthiness.

tHIS INCLUDES GUIDELINES FOR DEVELOPING INFORMATION DURING THE INTERVIEW ABOUT:

Falsifying the Employment Application
Involvement in Thefts From Past Employers
Participation in Criminal Activities
Current use of Illegal Drugs
Propensity for Violence
Past Violations of the Public Trust

The series contains 4 videotapes (approximately 12 minutes each) and an 80-page study guide. Multiple study guides can be purchased with the program.

PROGRAM CONTENT (TOPICAL OUTLINE OF STUDY GUIDE):

INTRODUCTION: INTERVIEWING FOR INTEGRITY
Who Makes a Good Police or Fire Candidate?
Evaluating Integrity - Look to the Past
Why Conduct a Face to Face Interview?
Research Findings
The Screening Process
Establishing Iintegrity Standards
What Standards are Right for Your Department?
Legal Issues Concerning Pre-Employment Inquiries
Preliminary Interviewing Considerations
Selecting Topical Areas
Introduction Summary
Introduction Review

PART I - CONDITIONING THE CANDIDATE TO TELL THE TRUTH
Establishing Early Rapport
The Introductory Statement
Sample Introductory Statement
Giving an Effective Introductory Statement
The Use of Expanded Statements
Part One Summary
Part One Review

PART II - : EVALUATING THE CANDIDATE'S BEHAVIOR
Developing a List of Direct Questions
Guidelines for Asking Direct Questions
Introduction to Behavior Analysis
Principles of Behavior Analysis
Behavior Symptom Analysis
Part Two Summary
Part Two Review

PART III - FOLLOW-UP QUESTIONS
Probing Follow-Up Questions
Assumptive Follow-Up Questions
Corroborative Follow-Up Questions
Techniques to Establish Total Values
The Use of Interjectory Statements
Suggested Corroborative Questions
Part Three Summary

PART IV - SPECIALIZED AREAS OF THE INTEGRITY INTERVIEW
Alcohol Use
Illegal Drug Activity
Shoplifting
Buying/Selling Stolen Merchandise
Theft of Merchandise from Previous Employers
Theft of Money from Previous Employers
Driving History
Criminal Activity
Temperament / Violence
Violations of Public Trust
Propensity for Fire Setting

APPENDICES
Appendix A. Summary of integrity interview admissions
Appendix B. Sample Guide for establishing standards

ANSWERS TO REVIEWS



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