PURPOSE

The purpose of this procedure is to ensure a consistent, professional, and comprehensive approach to interviewing and onboarding candidates for law enforcement positions. By following a structured process, the department can identify qualified individuals, assess their compatibility with organizational values, and provide them with the necessary tools and training to succeed.

APPLICATION PROCEDURE

The interview process begins with the submission of applications by potential candidates. Applicants can apply through the leo-applications channel in Discord, at the Job Center, or in person at the department headquarters (HQ). Once an application is submitted, the Recruitment Division and Command Staff will review it to assess the candidate's qualifications and alignment with departmental values. Following this review, applicants will be notified of one of two outcomes: if declined, they will be informed of the decision and thanked for their interest; if accepted, a private ticket will be opened in Discord for further communication.

Applicants who are accepted will receive instructions within their ticket channel to reach out and schedule an interview. All communication, including scheduling and follow-ups, must occur within this designated ticket to maintain a clear record. Interviews will be conducted in person at HQ and are planned to last approximately 15 minutes. During this time, the interview panel, consisting of Recruitment Division and Command Staff members, will ask structured questions to evaluate the applicant’s qualifications, communication skills, and decision-making abilities.

To ensure efficiency, the interview panel will prepare in advance by reviewing the applicant's information and familiarizing themselves with the standard set of questions. At the start of the interview, the panel will welcome the applicant, introduce themselves, and provide a brief overview of the process. After completing the interview, the panel will conclude by explaining the next steps in the recruitment process and thanking the applicant for their time.

Following the interview, the panel will deliberate and decide whether to advance the applicant in the process. Accepted applicants will be notified within the ticket channel and moved to the next stage of onboarding. Applicants who are not selected will receive a polite notification, and constructive feedback may be offered if appropriate. Throughout the process, all communications will remain professional, timely, and confined to the applicant’s designated Discord ticket to ensure clarity and efficiency.

INTERVIEW PROCEDURE

The recruitment interview process begins with the applicant reporting to the Police Headquarters (HQ) front lobby to request a recruitment officer. Upon their arrival, the officer will greet the applicant, verify their identity, and conduct a preliminary record check. The applicant’s attire will be assessed to ensure it is appropriate for a formal interview. If their attire is deemed unsuitable, they will be asked to leave and return once properly dressed. A security screening will then be conducted to confirm the applicant is not carrying any weapons or prohibited items. Any restricted items will be temporarily secured in a designated storage locker and returned upon conclusion of the interview. The applicant will then be escorted to the designated interview location.

The interview begins with a formal welcome and introductions, during which the recruitment officer and any other participating officers introduce themselves. The officer will explain the purpose of the interview, which is to assess the applicant’s character, accomplishments, motivation, goals, and oral communication skills. The applicant’s submitted application form should be readily available for reference during the discussion. Before starting the formal interview questions, the applicant will be asked if they have any initial questions. The officer will then explain the process, emphasizing the importance of truthful and thorough responses, and confirm the applicant is ready to proceed.

During the questioning phase, the recruitment officer will select and ask a series of relevant questions tailored to the applicant. These may include inquiries about the applicant’s background, motivation for joining law enforcement, unique qualifications, prior experiences, conflict resolution skills, perceived challenges in the role, personal strengths and weaknesses, and long-term career goals. The officer may also ask additional questions based on the content of the applicant’s written application.

The recruiting officer should internally decide if a delayed response is appropriate based on the applicant and the interview. If a delayed response is necessary, the officer will inform the applicant that their application and interview will be reviewed by the recruitment team to make a final decision. The applicant will be advised that they will receive an email detailing the outcome of the application. If the response will be immediate, the recruiting officer will continue to detail if the applicant is accepted or denied employment.

If successful, the email will include instructions for the next steps in the process. If unsuccessful, feedback and guidance on reapplying will be provided. Before departing, the applicant will be given the opportunity to ask any final questions. The officer will escort the applicant them back to the lobby, return their secured items.

SAMPLE INTERVIEW QUESTIONS

You do not need to ask them every question listed, pick ones you feel are best suited to the current candidate. Bear in mind you can add any questions of your own that you see fit, as well as any questions you may want to ask them with regards to the contents on their written application.

• Tell us a little bit about yourself.

• Why do you want to be apart of the SASP?

• Why should we hire you? What can you do for us that other candidates can't?

• What have you done to prepare for this career? Think back to childhood, any volunteer work, education, military, or relevent life experience.

• Tell us about a conflict you had with someone and how did you handle it (example: neighbor, school, job; anything other than family)

• What do you feel would be the most difficult or challenging task/situation as a SASP Trooper?

• What do you feel is your greatest weakness?

• What do you feel is your greatest strength?

• What are three positive things your last boss would say about you?

• What are your goals should you be successful in gaining employment with us? Where do you see yourself in 5 years from now?

• Have you ever been given constructive criticism where it affected your performance? How did you respond? Positive or Negative?

ONBOARDING PROCEDURE

After an applicant's application and interview has been approved, you may start the onboarding process immediately after acceptance or contact the applicant to schedule a time to visit HQ to finish onboarding. A Command Member, who has access to hiring will have to be present for Onboarding and Orientation. The following topics must be completed during orientation:

For note taking, feel free to use the applicant's interview ticket to hold recruit's information, data and serial numbers.

• Offer the position of Recruit to the applicant. Provide details regarding the position, salary, benefits, callsign, etc.

• Collect the recruit's phone number, CID, fingerprint, and email.

• Create a new entry in the SASP Roster with the Recruit's information

• Grant the recruit position to the recruit via the Boss Menu and Discord

• Create a new tab for the recruit in the SASP FTP Skill Checklist Sheet

• Share the internal database link to the Recruit. https://www.sasp-rowdy.com/home

• Briefly review how to navigate and where to find department policies, procedures, roster 

• Provide an overview of the department's structure, mission, vision and core values.

• Issue official uniform and provide guidelines for appearance based on current uniform policy

• Distribute necessary equipment for recruits, based on current equipment policy.

• Provide a quick tour of the HQ including where to clock in and out, clothing room, armory, personal stash, evidence lockers, cells, fingerprint readers, vehicle motor pool, etc.

• After a tour, please either schedule a time or continue to start Phase I of the Field Training Program.

Field Training Program Manual can be found here: https://www.sasp-rowdy.com/personnel-training-bureau/ftp

The New Hire Orientation Procedure can be found here: https://www.sasp-rowdy.com/personnel-training-bureau/new-hire-orientation 

Original SOP: 12/01/2024
Revised: