Expert: Loren Stevens - 10/3/2005

Question
Thank you for being an expert at allexperts.com and offering your time and opinion on my questions. (It is amazing that this service is completely free in America,...where capitalism is paramount)  This question is likely challenging and I recommend that it be posted in the archive because I believe that it will help many people that aspire as I do.  (especially those in my situation)

I decided that instead of multiple question submissions, I would make one submission with multiple questions hoping it will be more convenient for you.  I hope none of them sound stupid, I just want to be fully prepared when I apply.  And again, I appreciate your expertise and generosity of time and energy.

1.  I know that the background check is extensive.  Exactly how extensive is it?  Obviously they will contact family, friends, and past employers, but other than that what else will they look into?  Do they check High school attendance records?  Do they check High school discipline records?  (I'm asking because I skipped class a few times  What am I not thinking of that they may check into?
2. A lot of supervisors I previously worked for are no longer with the same company.  I know this because I did a complete background check on myself.  They are aware of how capable I am yet they aren't available at the same company.  Who knows where they are?  How will this impact my background check?  What info will they be able to verify without my previous boss?  [other than dates of employment/last pay rate/job title…the basic stuff]
3. What does a police recruiter/police department consider a “poor work history?”  FYI…I have friends who have become officers strait out of high school and one that have become police officers after high school and a work record of 4 mos. at a carwash.  I have worked all thru high school and have had several jobs.  I have ten times more experience in many different skills as they had.  Here is the thing:  On my first job at a grocery store, I was present while other employees put goldfish in the coffee grinder, ripped open a chocolate syrup container and, destroyed a poster.  I tried to tell them they were being idiots, but ironically ended up getting fired b/c I saw them do it and didn't tell on them.  It was a decade ago and I have obviously wised up since and would not even allow such a moronic thing to take place again.  What impact does this have?
4. I have read other questions in the AllExperts.com archive in the Police Career section regarding medical information and that medical information is ‘confidential'.  In one question, the expert said that I would only need to disclose information if I feel it is relevant and pertinent to my ability to perform the job.  I have a very close friend that is an officer in a South Carolina local police department and he took the drug Ritalin all through elementary, middle and high school to treat his ADD.  Was he required to disclose this?  If so, does the disclosure inhibit his ambition and effort to join a PD?  Does a PD look beyond or overlook this?  I have no diagnosed conditions of any kind, but I did take the acne medication Accutane when I was in High school.  Would this hamper my hopes for employment?  My mom was a drug addict and I was raised in a bad household.  I have been counseled because of my upbringing.  (as most people in that situation does)  Will this affect my chances?  I know this is a ‘loaded question', but please try and answer all of the questions with your best professional opinion.  It's very important to me.
5. What is the psychological screening/assessment?  What is the deal with this?  What questions do they ask and why?
6. On most applications I've seen a question that asks if I've ever been denied employment by a Law Enforcement agency.  If in the future I am denied employment by a Law Enforcement agency, will I “lose points” in the selection process just because another person filled the job vacancy and I didn't.  There can be many reasons for this…maybe he was in the Marines for ten years or something.  
7. If I am denied employment after I put in my application, will I be given a reason why?  Will I even be given a general idea as to why I was turned down?  Can I request this?  Can I even get a hint?
8. If I am denied employment, what should I do next?  What would you do?   Do I disclose that another agency shut me down?  If I do, does this necessarily ‘kill' my chances?  
9. Finally, when the Background investigator contacts each previous employer, what information will they request?  Will they obtain actual hard copies of my applications, attendance/tardy records, performance reviews/records, awards, certifications, memos, employee monthly and annual reviews, income statements, etc.  Of course I sign a info release form and anything is possible but what is usual practical and normal?  I mean,,…will they request my entire HR employee personnel file?


I can't wait to hear from you and feel free to dissect the questions at will.  It took me a long time to come up with these questions so I would most greatly appreciate candid and unambiguous answers.  

Once again…thank you so much.

Chris  

Answer
Chris,
Don't work yourself into a tizzy on all the "what if's"
Take your best shot, and try your hardest, and let the chips fall where they may.
ATTITUDE and MOTIVATION are biggies (prepare for these, w/o sounding canned). Every police interview will include 2 things: Why do you want the job, and Is there anything else you want to say prior to concluding the interview.
Other questions you may be asked you can pretty much figure out, just think of the root question(s), consider the options or alternatives, and be HONEST.
To the questions they pose,
1- It depends on the LE agency you seek, and the level of security clearence involved.
For the most part, it is about HONESTY and CHARACTER, coupled with apptitude for the job.
In today's world, the other givens include: Drug use and alcohol abuse, and even a past pattern of violence. Other issues include driving records, as it applies to a variety of concerns with the agency on due dilligence issues.
2-List prior supervisors, with a notation that it is your understanding they no longer work at the same company. If you know where that supervisor now works, or their res. add or phone, list that. Try to talk to prior supervisors first, and let them know that you would like to list them in your references, or as prior supervisors.
If their is a formal personnel dept. at former employment places, there is probably personnel files, that may include past supervisory commentary on you.
A.- you can't undo what has happened in the past, ifit is not favorable. But, have an answer, eg, "youthful indescretion, poor judgement, you mis interperpreted the situation, perceived the issue incorrectly etc. But don't dodge the issues.
B.- Most companies and agencies donot like to convey derrogitory information on past employees, as they have nothing to gain, and alot to lose, if it evolves into a law suit. Lots of labor laws have developed over the years on these matters.
Also, you should always try to obtain a letter of reference (on stationary) of a supervisor prior to leaving if you can. That way, you already possess what they will say about you, or your letter will refute a negative if that is the case.
3.-Prior terminations, or other sanctions realized for errant behavior.
Unaccounted gaps of time with no employment or volunteer work..have an answer if this is the case. PREPARE to discuss ALL aspects of your application, and past experiences if called upon to do so.
On the negative saga, credit it to an error in judgment, youthful indescretion, or poor choice in response to the situation. Keep in mind, that a lie has shades, and also has a backdoor (omission).
Or, simply state that you learned from the episode, and would make other choices now, given similar circumstances etc.
4.- Don't sweat the small stuff. In the big scheme of things, this is picayune.
5.-suitability issues, temperment,
try trolling the internet for samples of these type things. They should not be that hard to find.
6.-"Denied employment" is not a synonym for not being hired.
If you satisfied the requirements, and were placed on an eligibility list.....say#7, and they only hired 1-4, that does not equate to being "denied"
Usually, what is meant by being denied, is that an applicant does not posess all the requirements as stated on the qualifications. Or, for CAUSE, eg. can't pass a drug test, etc. Most requirements are not much more than reasonable preconditions....for a variety of logical reasons.
7.-ASK, all they can do is say no.
Generally, you realize better results on HOW you pose the inquiry, rather than the substantive question itself.
I would simply ask: If I need to enhance future employment possibilities, what would you recomend I do to improve my chances.
That puts it into speculative and the abstract, rather than to specifically focus on what was germane to your package.
8.- I don't know that I would do anything. If you can illustrate that you were treated unfairly because of race, gender et al, then you can consult with an attorney that specializes in labor law. Even so, it may not alter the dynamics of getting hired there. Sometimes you can win a battle and lose the war.
For me, I would move on, and try another agency, and enhance my marketability with school, fitness, bilingual, computer literate etc.
9.- They are looking for positives and negatives on a variety of areas. Attitude, working with others, pattern of problems, honesty....what ever lends to both +&- of the applicant.
Now, most of what you asked is not necessarily my field of expertise. I responded to you based on my experience, and proximity to the process.
I hope none of my responses leads you to stray, so consult with others on this too.
Also, talk to various recruiters, that is their bag, and they are prepared for this whole line of interest. They are trying to encourage applicants, not reject them.
Hope this is somewhat helpful.
Good Luck,
Regards,
loren