CJ Hiring Process

1. 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.
Components

2. The Components of the CJ Hiring Process
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
4-Physical
and Medical
Testing
Component
5-Oral
Interview
Component
6Psychological
Testing
Component
3-Entrance
Exams
Component
8-Academy
Training
Component
9-Field
Training
Component
2-Applying
Component
1-Job Search
Component
7-Background
Check
The CJ
Hiring
Process
Component
10-Civil
Service
Exams

3. 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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4. Component 2 – Applying
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.
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5. 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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6. Component 4 – Physical and Medical Testing
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.
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7. Component 5 – Oral Interview
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
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8. 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.
Workplace or
environmental
situation
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9. Component 7 – Background Check
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
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10. 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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11. 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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12. 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.
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.
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