@article{ref1,
title="A 2018-2019 snapshot of psychological screening rejection rates: perceived trends reported by police/public safety psychologists",
journal="Journal of police and criminal psychology",
year="2021",
author="Inwald, Robin and Thompson, Nathan",
volume="36",
number="2",
pages="149-158",
abstract="Complaints that there are &quot;fewer applicants&quot; and/or &quot;less qualified candidates&quot; applying for positions as police/public safety officers may reflect a larger or growing problem in this field's recruitment efforts today. The two surveys and six survey studies conducted here, including a one-year follow-up, were initiated in order to identify the perceptions of working police/public safety psychologists who regularly attend at least one of three national conferences and may provide a representative base of active police/public safety psychology professionals today. <br><br>RESULTS include the documented perceptions of these psychologists that up to 50% of their police/public safety agencies have lowered their officer selection standards in recent years, with 58% of the 2019 survey-responding psychologists (N = 51) reporting that at least one of their agencies &quot;lowered its selection standards within the last 12 months.&quot; Psychologists also reported a difference between their &quot;current rate of candidate rejection&quot; on pre-employment psychological evaluations (PEPEs) and their &quot;desired rate of candidate rejection,&quot; suggesting that police/public safety organizations may be hiring more &quot;borderline&quot; or potentially &quot;psychologically-unfit&quot; officers in recent years in order to fill officer vacancies. A number of reasons for apparently increasing selection challenges nationwide are documented in these psychologists' completed surveys.<p /> <p>Language: en</p>",
language="en",
issn="0882-0783",
doi="10.1007/s11896-020-09375-1",
url="http://dx.doi.org/10.1007/s11896-020-09375-1"
}