Selection and hiring
Get an objective read on a finalist before the conditional offer. Barrett walks your panel through the results and the questions worth asking in the final interview.
Talk about selection and hiringAssessments for law enforcement agencies
See more before you hire.
Interviews and background checks show you a candidate at their most prepared. An assessment, reviewed live with Barrett, shows how they think, what drives them, and how they’re likely to handle the job. Before you spend a year training them.
- A good fit for
- Chiefs, sheriffs, HR directors, and training commanders hiring, promoting, or developing sworn and civilian staff.
- How we work
- A short online assessment for the candidate, then a live review of the results with Barrett.
Your process already tells you a lot. Not everything.
Backgrounds, polygraphs, and references cover the past. The panel covers an hour. Here is what tends to show up later, in the academy or on the street.
How they decide under pressure
Judgment is easy to describe in an interview and hard to see there. It shows up on a bad call at two in the morning.
What really motivates them
The reason someone applies is not always the reason they stay. Knowing the difference helps you pick, and keep, the right people.
How they take coaching
Self-awareness and accountability are hard to read across a table. They decide whether a recruit grows or washes out.
The assessment adds a read on personality, motivation, and cognition to what you already know. It doesn’t make the decision. It makes the next conversation better.
Where it helps.
Academy and field training
Give academy staff and field training officers a picture of how each recruit learns, handles stress, and takes correction, so training meets them where they are.
Talk about academy and field training
Leadership and retention
Help sergeants and lieutenants understand their own tendencies and the people they supervise. Fewer surprises, better one-on-ones, more reasons to stay.
Talk about leadership and retentionWhat does a recruit who doesn’t make it cost you?
Every recruit who leaves during the academy, field training, or the first year takes the recruiting, salary, equipment, and training spend with them. Put in your own numbers.
- recruits per class who don’t make it
- 3
- spent getting them that far
- $300,000
The starting numbers are examples. Published city estimates of what it takes to recruit, test, train, and equip one officer run from roughly $65,000 to $170,000, depending on what gets counted. Put in your own figures. This is a planning estimate, not a quote.
From assessment to a better-informed decision.
Four steps. Nothing to install, and nothing that replaces the process you already have.
- 01
Talk through the role
Tell Barrett about the position, your current process, and what you’re trying to avoid.
- 02
The candidate completes the assessment
Online, at the point in your process that your policy and counsel allow.
- 03
Review the results with Barrett
A live conversation about what the results mean for this role, and what to ask next.
- 04
Decide with more context
Use the discussion in the final interview, the training plan, or the promotion conversation.
Work directly with Barrett.
Barrett Riddleberger has helped organizations read the people they hire and develop for more than twenty years, most of that time in the business world. Law enforcement asks a harder version of the same question: who is this person, really, before we invest in them? You won’t be handed to a platform or a junior consultant. The person who reads the results with your team is the same person every time.
Meet BarrettThe same review, in another field
“It's a small investment to make to avoid an expensive mistake.”
Todd Anthony
Vice President Organizational Development, Cumberland Pharmaceuticals
- Partnership
- 8+ Years
- Assessments Taken
- 180+
Cumberland Pharmaceuticals has used the same assessment and live review before final interviews since 2016. Different field, same question: who are we really about to hire?
Read the Cumberland Pharmaceuticals storyQuestions worth asking first.
Straight answers to the questions agencies ask first. Bring the rest to the review.
Does this replace our psychological evaluation?
No. The psychological evaluation is a medical examination with its own rules and timing. This assessment looks at personality, motivation, and cognition in the context of the job. It sits alongside the steps you already have, not in place of any of them.
Where does it fit in our hiring process?
That depends on your policy, your state’s standards, and your counsel. A natural place is after the interview panel and before the conditional offer. Barrett works inside your sequence, not around it.
Does it make the decision?
No. It gives your panel more to ask about and a clearer picture to weigh. The decision stays with you.
Can we use it with people already on the job?
Yes. Supervisors and training staff use the same results for development plans, promotion conversations, and coaching.
What does it cost?
Start with a conversation about your agency, your priorities, and your constraints. Barrett will define the work and discuss scope and fees before you commit.
Choose a time
Start with a sample review.
Pick a time below. Barrett will walk you through a real assessment, show you how the results read, and answer your questions. No obligation. Just a conversation.
Prefer to send a note first?Live availability. Pick a time and the confirmation comes by email.Open the calendar in a new tab