Components

The Criminal Justice Hiring Process

John and Julie both have dreams of working in the Criminal Justice (CJ) field. They have decided to invest in that dream by becoming Bryant & Stratton College students! John is working towards his Associate’s degree. Julie has just completed her Associate’s and has moved on to the Bachelor’s

program.

John, Julie, and ALL CJ students need to start the job search process as soon as, or before, they enter the degree program…you never know when the right opportunity will come along! Being informed and proactive will help them be better prepared and will help open doors for them.

We want to help familiarize you with the components of the CJ hiring process so that you can start planning ahead and working towards your dream. Click on the “Components” arrow to get started.

The Components of the CJ Hiring Process

The CJ Hiring

Process

Component 1-Job Search

Component 2-Applying

Component 3-Entrance

Exams

Component 4-Physical

and Medical Testing

Component 5-Oral

Interview

Component 6-

Psychological Testing Component

7-Background Check

Component 8-Academy

Training

Component 9-Field

Training

Component 10-Civil Service Exams

There are many pieces, or components, to the CJ hiring process. They may not occur in the order presented below, but you need to become

familiar with each piece so you are prepared ahead of time.

Component 1 – Job Search

There are a variety of job opportunities within the Criminal Justice field. Use the information on the the “Job Titles and Position Information” page within

this ANGEL group for options and more information.

Once you determine which CJ career you will pursue, begin searching for open positions. Many resources exist that can enhance your job search and

to connect you with organizations throughout the country.

John and Julie know they should not wait until the degree is over to start looking at jobs, and neither should you! Currently the application and hiring

process can take THREE to 24 MONTHS or longer, depending on the position, the agency, the jurisdiction, etc.

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Many agencies require candidates to complete the agencies' own application forms before they will consider applicants’ materials. Typically, candidates would be notified (by mail) where and when to appear for the

entrance examination after the application is submitted.

Make sure to check out the application process…options include online, through email, or in person.

Component 2 – Applying

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Component 3 – Entrance Exams

Most entrance or promoted-related exams are timed and contain 80 to 125 multiple-choice questions:

• Exams for municipal departments tend to contain more questions about general knowledge and understanding/applying departmental procedures.

• Exams for county and state jobs pose questions about traffic maps and patrol tactics.

• Federal exams assess test-takers’ investigative judgment• Typically entrance exams are divided into two specific areas: general

knowledge and specific knowledge.

Applicants should be prepared to take multiple exams. Each jurisdiction will have different requirements, which may mean different exams. There may be costs associated with each exam as well, so be prepared ahead of time.

The more places students apply…the more likely to land their dream job!!

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GET FIT NOW!!Do not wait until graduation:

- Join a gym- Work out

- Stay in shape

Most physical tests measure blood pressure and body-fat composition. Candidates should expect to undergo a medical exam and take fitness tests,

which may include timed runs and vertical-jump movements.

Component 4 – Physical and Medical Testing

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Oral interviews are held so departments can assess how well you make decisions, communicate, present yourself, and perform under pressure.

Suggestions:

• Utilize the Mock Interview feature in Optimal Resume• Talk about the Employability Series and how Career Services in integrated

throughout your program helping you prepare for this position• Make SURE to relate your answers back to the specifics of the job

posting…you need to show why you are a good fit for that position

Component 5 – Oral Interview

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Component 6 – Psychological Testing

Law enforcement organizations typically require applicants to undergo psychological test to ensure candidates are psychologically stable, ready, willing, and capable of law enforcement positions and the situations they

may run into.

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Workplace or environmental

situation

Potential employers will review your history to determine whether you are suitable to hold a position of authority and public trust. Backgrounds checks

can include:

• Financial (including credit)• Criminal record

• Providing fingerprints• Driving

• Civil litigation• Employment history

These background checks may include personal interviews with family, friends, and past/present coworkers

Component 7 – Background Check

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Component 8 – Academy Training

Most academies require you to score in the 70th percentile to pass, however all are different. Academy training usually includes training in:

• The administration of justice • Criminal investigation

• Court procedures• Human behavior• Juvenile Justice• Legal statuses

• Patrol functions• Traffic laws

• Report writing• Firearms

• Self-defense tactics

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Component 9 – Field Training

Here candidates demonstrate mastery of the basics and absorb the “line officer” mentality. At this point they are being evaluated for potential for multiple assignments such as detective work, youth work, and command

positions.

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Component 10 – Civil Service Exams

After finishing field training, civil service exams can be taken to obtain positions or promotions. There are a wide variety of civil service exams at

many levels. In some instances, they have been replaced with Occupational Questionnaires and federal-style resumes.

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John and Julie now have a better understanding of the components of the hiring process for jobs in the Criminal Justice field. Hopefully the

information in this Career Services group will also leave you better informed, and ready to formulate a plan for success.