Police misconduct is a serious issue that can have detrimental effects on individuals and erode trust in law enforcement agencies. Traditionally, efforts to address police misconduct have been reactive, focusing on interventions after officers have been hired, such as training programs, behavioral counseling, and the use of body cameras. However, a recent study by Dilchert et al. (2026) highlights the importance of addressing potential misconduct during the pre-hire screening process by identifying behavioral warning signs that may indicate an increased risk of future misconduct.
The researchers analyzed data from a large database of over 6,000 police officers and tracked incidences of misconduct, such as citizen complaints, excessive use of force, and reprimands, over a five-year period. They identified several pre-hire behaviors that were associated with a higher likelihood of post-hire misconduct, including prior suspensions, adverse terminations, poor credit history, and negligence warnings. Additionally, they found that behaviors such as previous citations for domestic violence, child support arrears, unjustified use of force, demotions, and racially offensive conduct were particularly concerning as they were linked to a significantly higher incidence of misconduct after employment.
The study underscores the importance of considering an applicant’s past misconduct as a strong predictor of future behavior when making hiring decisions in law enforcement. The researchers developed an interactive screening tool to help identify high-risk applicants and emphasized the need to thoroughly evaluate any serious risk indicators in candidates. This may require casting a wider net during recruitment to ensure that risky applicants are screened out effectively.
At a policy level, the authors recommend implementing standardized, behaviorally based screening criteria and establishing guidelines for the retention and sharing of data to prevent officers with a history of misconduct from evading accountability. By addressing potential misconduct during the pre-hire screening process, law enforcement agencies can take proactive steps to reduce the occurrence of misconduct and uphold public trust in the police force.
Reference:
Dilchert, S., Mercado, B. K., & Ones, D. S. (2026). The importance of not looking the other way: Pre-employment misconduct on and off the job predicts subsequent police misconduct. Journal of Applied Psychology. Advance online publication. https://doi.org/10.1037/apl0001322
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