What kind of job did you think you were applying for?
My search for a decent blog written by a chief of police continues. Richard “The Most Idiotic Police Chief in Britain” Brunstrom was briefly in the running until the Cerberus Inc. crack research time found indications of severe stupidity, or blatant prevaricating, in one of his posts. I’m looking for one that is written with some style, appears to be the genuine words of the chief rather than one of his house cats, and exhibits more than a passing familiarity with common sense.
It’s proving to be a tall order.
On one of the candidate’s blog I found a post about something his recruiting staff brought to his attention. They received a number of email requests for information about the hiring process, and from that they had amassed a list of the return email addresses of potential applicants that seemed to cast doubt on their character, intelligence and/or common sense:
and the one that really confused me…mytieisbroken@
According to the chief, the recruiters also have a collection of humorous voice mails.
My guess is that a lot of people have email addresses that express something that they want to convey to others. It doesn’t take too much guesswork as to what messages “thumperhard69” or “metallicaboner” are trying to send. But I think I’m also right in believing that most people also have an email address that presents a more refined, and less profane, public image. Common sense would seem to be conspicuously absent from those who choose their “fun” email address, as opposed to their “business” email, to send a job inquiry.
Unless I’m hiring clerks for the night shift at an adult bookstore, there is little chance that “tk_paddywhacker” or “strokin_100” are going to get a job offer from me. To be honest, I’m not sure I would hire them for that job either.
While it’s interesting to note what people inadvertently give away in their job seeking, it is absolutely astounding what can be learned about folks when you’re given a lot of leeway in the interview and hiring process.
I had one brief fling at a non-policing job in my career. A nine month stint in recruiting as a sergeant (it was an effort to gain some investigative experience, as tenuous as it was) which was ended by budget crisis that brought on a hiring freeze.
We saw, on average, roughly 1000 applicants each month. A small percentage of them would voluntarily withdraw their application at some point, but most would have their application suspended or rejected for cause, either permanently or temporarily, and a very small percentage would be favorable applicants who were offered a position in the academy as a cadet. We rejected at least 95% of all applicants for cause, and after a small percentage declined the offer by withdrawing their application, we were able to field a class of 70 every 2 months. Those figures are consistent with what most other police departments report.
My domain was over the preliminary processing unit, which handled the initial background interview of the 1000 folks that wandered in off the street each month. A huge chunk of that 95% rejection rate came from one of 15 people working for me who were doing those interviews based on a 30 page questionnaire. If the applicant answered the questions truthfully, the questionnaire would give us an accurate assessment of the applicant’s ability to meet most of the SCPD selection criteria. Those that lied were usually caught by a polygraph exam or a background investigation that sent investigators to physically verify the truth of everything they had said.
1,000 interviews a month, 30 pages of very detailed questions that hit a wide variety of details ranging from the mundane to the very personal – equals a regular supply of very bizarre responses by applicants.
About half of the interviewers were civilian HR professionals, and the rest were cops who were experienced background investigators. The latter took most of what they heard during interviews in stride, and would tell some of the funnier stories over a cup of coffee. But my civilians were a different story.
Police work is one of those occupations that give employees a degree of access to information, people, places and things that few other occupations approach. SCPD hiring practices reflect the degree of concern about who is hired that matches the degree of trust expected of the office holder. IBM won’t, and can’t, send a background investigator to every place you ever lived, worked or went to school to ask questions like: “Is he trustworthy?”, “would you say he is stable?”, or “how much does he drink?” Microsoft may ask a challenging question like “how would you weigh the moon?”, but SCPD will ask you to describe every drug you ever took, how much you drink and what criminal acts you committed – even if you were never caught, much less convicted. The questions and checks are all backed by a very expensive and exhaustive study to identify the bona-fide job qualifications for a beginning SCPD officer, but they are far beyond what most employers could legally pursue.
All of the civilian personnel officers had bachelor degrees, many had their masters, and a few were working on their doctorates. With the exception of one woman who was married to an officer, none of them had ever spent much time around cops or worked in a HR setting in which they were legally allowed to ask the kinds of questions we had them ask. Never did more than a couple of days pass when one of them didn’t come into my office, close the door, and say…
Sergeant Cerberus, you would not believe what this applicant just told me.
Actually, I would believe, because I had conducted a number of those same interviews, and I reviewed every completed questionnaire.
Some of the things people said were nonsensical. There was a young woman we rejected because of criminal activity and unfavorable employment history. She had been fired, that morning, after her boss at a greeting card store had found her stealing cash from the till. The card store was on the ground level of the office building where our offices were located. She must have walked straight out of her past employer’s place of business and jumped on the elevator to come visit us. I nicknamed her the “I need a job chick.”
Why is my application being rejected?
The fact that you were fired, today, for stealing from your employer puts you outside of our guidelines on criminal activity and employment history. If you can stay away from committing crimes and not get fired from a job, we will be glad to see you back here in 5 years to try again.
Yeah, but I need a job.
I understand that. But you can understand why we wouldn’t hire you to be a police officer, can’t you?
No, because I need a job and you’all are hiring, so why can’t we do this?
Let’s look at it this way. Being a police officer is not just a job. It’s a position of trust in the community. As an officer you could find yourself alone with other people’s property, or with other valuable items that are evidence at crime scenes. Given the fact that you were just fired from a position of your employer’s trust for stealing from her, wouldn’t it look pretty foolish for us to hire you for a position of even greater trust with less direct supervision?
Yeah, but I need a job.
That’s not going to happen here for you today. Maybe I can direct you to someplace else that might take a chance on you. Most of our applicants are interested in public service as a career, why did you apply with us?
I got fired this morning and I need a job.
Our questionnaire included a section on illegal and prescription drug use. When I first read “What type of medication are you currently taking, and why?”, I thought it was poorly worded. But the responses we got to the “why” part often generated some enlightening responses, and those included a smattering of goodies that were guaranteed to make you laugh. Almost weekly we got something along the lines of…
What type of medication are you taking, and why?: Birth Control Pills – I like to fuck.
On rarer occasions we got some scary responses to that question…
What type of medication are you taking, and why?: Haldol – My doctor prescribed this to keep me from hearing voices that tell me to do things I don’t want to do.
The questions on illegal sex acts caught a few really whacked out people. One of my folks, who was finishing his dissertation for a PhD., came in to my office one morning with a queasy look on his face. While I’m sure there are all sorts of young people who grow up on farms and ranches who never succumb to barnyard bestiality, there are some of them who find the temptation too great. About once a month there would be one who came in and answered the question about bestiality with forthright honesty.
The applicant in question was a regular expert in animal husbandry, and had described a number of critters around Old MacDonald’s farm with which he had carnal knowledge.
Yee-Eye-Yee-Eye-Oh – indeed!
The personnel officer said he was handling the interview well, until the applicant had mentioned a certain species of animal and a specific sex act.
As soon as he said that I thought he was just pulling some kind of joke. I imagined it was a like one of those radio show pranks when they wire a guy with a microphone and have him go into a business and do something stupid to see how people will react. So I called bullshit and told him that what he was talking about was impossible, and I swear to God, until just a few minutes ago, I really did think it was impossible.
So, what happened to change your mind?
He just gave me a ten minute explanation on how to get head from a cow. An extremely detailed explanation. Including how to select the right cow, what “lure” to use, how to keep from getting stomped on, or kicked, or bitten, and so on, to the point where I was ready to throw up. I’m telling you sergeant, I don’t think I can ever enjoy a cheeseburger again, and I know I will never drink another milkshake.
It’s not that more crazies, weirdos or criminals try to get jobs in law enforcement, we do get our fair share, it’s just that we get to ask the kind of questions that are supposed to identify them.
All of those people rejected get jobs somewhere. What do you really know about the people working with you?