Shocking Revelations in Your Job-seeking Emails

After over ten years of providing test prep courses for joining law enforcement, I continue to be surprised how much I can learn about you from your simplest emails. When communicating with others, especially during your job search, you should be mindful of these good and bad habits.

As an example, here is an abbreviated version of an email I received last week. What does it tell you about this person?

Hey – I spent a lot of money on this course and am disappointed to find that it doesn’t work on my iPhone. You need to come into the modern times and recognize that most people use their phone for accessing this type of information. I am a former marine. I am a busy guy with family and job. I don’t have time for messing with technical issues.

Lacks Respect for Authority?

The salutation “Hey” is one of the worst ways to open an email to someone who you want help from. Law enforcement agencies expect their recruits to respect the chain of command. No salutation (blank) is also a big red flag.  Imagine how much more positively I respond to emails that begin with Dear Sgt. Godoy, or Sergeant (not “Sarge”) or Dear Sir. If you don’t know the gender, try words like, “Good Day,” “Good morning,” “Greetings,” or simply “Hello.”

Trigger Happy?

Modern law enforcement needs people who are in control of their emotions and actions. The first thing I do when I receive a negative email like this, is to check when the student ordered the product. Over tens of thousands or students, I know that when a complaint comes in within the first 24-hours of purchase, that something is wrong that can easily be fixed. Over 95% of these emails turn out to have a happy ending – including the example above! Don’t wear your impatience on your sleeve when you are trying to get hired. Show your initiative by seeking help?  Yes! But soften your approach, e.g., “Can you help me. I am having trouble with …”

Entitlement?

Another red flag recruiters are mindful of falls under the word “Entitlement.”  In the example above, the references to military experience and being busy are clear indications that this applicant feels that he or she should be treated differently. Be mindful that recruiters, like me, have seen hundreds and thousands of job applicants. We want applicants that are open minded, willing to work hard within the system, and are respectful of the hiring process.

Shows Gratitude?

I am always pleasantly surprised by an opening like this, “Dear Sergeant – I appreciate the work you put into making these courses, but I need a refund…” A good email can always express gratitude, even when delivering bad news. The closing is another obvious spot. For example, “Thank you for your help.” Expressing gratitude is an important trait to demonstrate during your job search.

Cautionary Tale

Your emails tell others a lot about you. When communicating with people who might have an impact on your career, always put your best foot forwards.

Law Enforcement Trends For 2022 And Beyond

Author: Amanda Childress, February 22, 2022

You might have the impression that crime is on the increase, especially when you look through the news on various media. However, statistics on Pew Research Center actually shows that crime rates in the U.S. have plunged dramatically since the 1990s — robbery has decreased by 68%, murder/negligent manslaughter by 47%, and burglary by 69%. This is due to several factors, which include more criminals getting put in prison, the presence of more police, and a generational change (with the entry of millennials into the prime age bracket for criminal activity).

Aside from the above, there are also emerging trends and innovations that are improving law enforcement that is helping decrease the crime rate. Below are some of these:

Community-oriented Policing

Relations between the police and communities have been strained due to instances of police brutality, but 76% of police chiefs want to work on improving this relationship. Volusia County Sheriff Mike Chitwood explains that it will be difficult for law enforcement professionals to effectively address crime if residents don't trust them. As such, community-oriented policing, or simply community policing, is a strategy being introduced to help develop good relationships between community members. This allows for more positive interaction, instead of residents having contact with law enforcement only in the context of crime.

With community policing, public safety can be proactively addressed since the community can help law enforcers identify crimes and potential public safety issues that might have otherwise gone unnoticed. A press release by the Department of Justice in November last year showed that $139 million in grant funding was given to around 183 law enforcement agencies. Portions of the money will be used to hire additional full-time law enforcement professionals and to build legitimacy and trust between law enforcement agencies and their communities. Despite the news saying otherwise, this shows how law enforcement agencies are looking to improve their awareness to create communities where safety is a priority for everyone.

Cybercrime Crackdown

Photo 170407735 / Cybercriminal © Dmitry Nogaev | Dreamstime.com

Cybercrime is fast taking over physical crime as a law enforcement priority. Global cybercrime costs will increase by nearly 15% on a yearly basis. This has meant that law enforcement agencies have had to divert a lot more resources to catch cybercriminals, and this shift has changed how many agencies now operate and gather evidence.

A write-up on cybercrime by Maryville University notes that the primary difference between physical-world and cybercrime investigations is that the evidence in criminal investigations will mostly be digital. The process involves handling forensic data for digital evidence. There are a number of techniques for this — such as performing background checks by using records and databases to look for individuals potentially involved in crime. Investigators are also working with internet service providers and telecom and network companies to know which websites and protocols were used in the crime.

Police Technology

Photo 196063919 © Tatiana Golmer | Dreamstime.com

Law enforcement has seen a lot of technological innovations — such as the two-way radio in 1933, the radar detectors that capture vehicle speed in 1948, and dispatching in the 1960s. New technologies are always being developed to improve public safety. There are now pre-crime technologies like predictive policing and pre-crime algorithms. One way this is done is by targeting high-frequency offenders, demanding a quick response from the police, or also ensuring that these offenders don't fall back into their old habits. These innovations show how law enforcement is always trying to better itself for the good of the public.

As for post-crime technologies, DNA is at the forefront of innovations in law enforcement. An article on Nature reported how forensic DNA phenotyping is being used by enforcement agencies around the world. DNA phenotyping uses predictive DNA forensics to reveal physical appearance, biological sex, and ancestry. This has helped police quickly narrow a pool of suspects as well as identify long-dead remains. However, each country has different stances on the use of DNA phenotyping since DNA can reveal highly sensitive information. Solid guidelines must be created before any technologies are used for law enforcement.

Diversity and Inclusion

Data from The Lancet shows that black, Indigenous and people of color (BIPOC) are disproportionately affected by police brutality compared to non-Hispanic white people — with black citizens three to five times likelier to be killed than white people. University psychologist Patricia Devine explains that while it may not be possible to completely get rid of biases, there are ways to manage behavior in the long term.

For one, aside from training the existing law enforcement professionals, leaders are making law enforcement more diverse and start a culture of inclusivity. In 2021, for instance, the FBI recruited more female and minority officers to build more trust between law enforcers and the community. Admittedly, the recruits expect challenges, but they choose to be part of the solution so members of their community aren’t discriminated against. One way to improve inclusion in the law enforcement workforce is by disseminating updated policies, procedures, and training regarding inclusion. This can include in-person training and a post-assessment. Enforcing a zero-tolerance policy to hold those who discriminate upholds a law enforcement agency’s pledge to inclusion.

Written exclusively for Policetest.info

by Amanda Childress

Snatching Success from the Jaws of Disaster

How do I reply when asked, "Why have you applied to so many agencies (12) in the last year?"

I recently received the above question from a nervous student who was entering the final stages of the hiring process. He was nervous because he had successfully gotten into the police academy earlier in the year but failed due to problems he had with the shotgun training. Would the fact that he had applied to so many agencies create the impression that he was a loser?

To add to his nervousness, he felt that he made additional mistakes along the way. This realization caused his self-confidence to go down and his self-doubt to go up. How can he get past the next interview?

There are several valuable lessons in this story for all law enforcement applicants.

Applicant’s Original Strategy

I initially applied to 6 departments to increase my chances of getting hired.

Applicant Regret #1 – Over Confidence?

When I was invited to 3 interviews, I dropped out of the other 3 departments, because they were not my favorite agencies. That turned out to be a big mistake, as I failed the 3 interviews I chose to pursue! Now, I was out of options.

Applicant Regret #2 – Why I Failed the Interviews

I failed the interview because they said I didn’t sound like I wanted the job. Which makes sense to me now. I wasn’t very enthusiastic during the interview. I was questioning the whole process.

Applicant Regret #3 – Dismissed from Academy

Cross Eye Dominant can be corrected

“I started the academy and failed the firearms portion of the academy. I found out I was Cross-Eye Dominant. There wasn’t enough time for me to get adjusted and pass the shot gun test. If I had known this was an problem for me, I could have corrected it earlier”

Depression and Doubt

“It’s been over 6 months now. I am restarting the process. I got my act together and decided to try again after failing academy and not getting hired. I applied to 7 agencies. On one hand, am more committed than ever to becoming a police officer, but on the other hand, I am afraid that all these applications will hurt my image.”

Sgt. Godoy’s Advice

Take pride in making smart moves when looking for a job

1. The fact that you applied to multiple agencies should be worn as a badge of pride. It is a smart move given the competitive nature of hiring. I recommend to all of my students,  “Do not to put all your eggs into one basket.” Applying to multiple agencies DOES NOT mean that you are less excited about one over the other.

2. Acknowledging that the field is competitive is a compliment to anyone hiring/interviewing you. It demonstrates to the interviewer that you see the position as hard to come by and having real value.

3. Reapplying to multiple agencies shows wisdom and commitment to the field. NOT giving up is a great quality in law enforcement.

4. As my Mastering the Police Interview course states, showing enthusiasm and awareness of each specific agency is critical. Therefore,  you will go into future interview ENTHUSIASTIC and up to speed on local issues – right?

5. Failing shooting? Cross-eye dominant? They would not care about this if it wasn’t important. You have taken steps to understand and correct for being cross-eye dominant. This is more solid evidence that you are committed and adaptable. So, talk about it!

6. DO NOT apologize like these were failures – they were learning experiences.

7. DO NOT use the term “getting my act together.”

8. Having competed side-by-side with others at the academy, you are now confident that you are well qualified both mentally and physically.

You are now motivated more than ever.

Good luck – Sgt. Godoy

Smoothing over Past SINs

Whether on your initial application or during a final interview, most job candidates will have to explain minor sins of their past. This week, I received the following email from a very conscientious applicant. In this article, I will explain how to turn this type of problem into an advantage for yourself.

Dear Sergeant Godoy,

The personal history statement (PHS) asked if I had ever received disciplinary action from a previous employer. I received one while working security for Target about a year ago. Here is what I put down for the explanation: 

"I have received a disciplinary action only once. My employer was Target. It happened in 2020. I was employed as a security specialist. A disciplinary action was given because the company did not specify rules based on the totality of the circumstance. I searched a customer's unpaid shopping bag with verbal consent. The policy indicated, "no AP (Asset Protection) member shall conduct a search on guests' personal bags." The company did not define what personal bags are and what happens if I obtain consent from the customer. At the time of the search, the customer did not pay for the merchandise, and the merchandise was still considered the company's property. A week after receiving the disciplinary action, the company changed the policy to "no AP member shall search anything that is in a guest's possession under any circumstance."

At first glance, this sounds like a well written explanation. But there are several improvements that would turn this problem into an advantage for your application. Read on to learn what advice I sent to this deserving candidate.

Charlie -

Your explanation is pretty good. However, there are very small refinements that will help you – in life as well as on this application.

1. Provide Proper Context.

The term “disciplinary action” can cover a wide range of sins. Did you get fired? Did you get a hand-slap? Etc. If it was a “warning” that sounds better than getting fired. From your description, it is hard to tell what “action” the company responded with. Take control of the playing field!

2. Accept Responsibility.

When you get in trouble, accept responsibility, and do not blame ”the system.” A better phrasing, therefore, would be something to the effect that:

“I received a minor warning when I misinterpreted the company policy about what type of customer bag could be searched. My error led to the company improving the wording of their policy.”

3. Be a Problem Solver.

Presenting yourself as an individual who helps solve problems and improve organizational outcomes is a very attractive quality when seeking a job. This wording demonstrates you accepting responsibility, not blaming the company for their error, AND showing a positive outcome that you contributed to. Even if this is an exaggeration, your involvement did help improve the policy.

4. Be Concise

Following my example – strive to keep these explanations as short as possible. Don’t throw more fuel on the fire.

Sergeant George Godoy

How my Student Failed His Police Panel Interview

I received the following email that really upset me. Here is student who claims he studied my Mastering the Interview prep course, but really fell on his face when his opportunity to shine came up. Everyone interested in joining law enforcement should READ THIS STORY - even though it is frustrating.

"After studying your Mastering the Interview course, I took my interview today and did poorly. There were 3 questions that caught me off guard and I couldn't come up with a good answer in time. What would you recommend?

1. Why should police have a positive attitude and have good community relations?

2.What should the police be doing to improve community relations that they aren't already doing?.

3. What preparations did you take to get ready for a career law enforcement?"

This applicant’s failure highlights several valuable lessons:

Lesson 1: Get Prepared for your Interview

The oral interview is probably the most important step in the hiring process. This is true for any job in any field. You are almost to the end of the long journey, so don’t screw this up! Good preparation will be apparent to your reviewers not only in your answers but your overall self-confidence.

Lesson 2: Don’t Waste your Money

The main point presented in my prep course is that you need to understand what issues are facing the organization you are applying to. What are they proud of and what challenges do they face? This is especially true in law enforcement. How this student missed this point is UNBELIEVABLE to me, but a good lesson for all of us. Sometimes we read things without actually learning anything! Ask yourself a day after you study some subject, “What did you learn?”

Don’t waste your money on my prep courses if you’re not going to take it seriously!

Lesson 3: Do Your Own Research

Normally, I am very sensitive to any question submitted by students, but in this case, my answer was terse and placed the monkey back in the place it belongs - the applicant. Take ownership of your career and your job search. Look what happened when I cut and pasted the exact question from the email into a Google search!

Here is that link again -

Mastering the Interview prep course.

Sgt. George Godoy

A New Generation of Police Officers

On September 29, 2021, I received this nice email from a student who purchased my PELLETB prep course nine months earlier:

“Sgt. Godoy,

I wanted to thank you for the prep course. I am happy to report that I have completed the entire hiring process and will be starting at the police academy in 3-weeks. This is my dream come true!

Donnalou Ramirez”

The email by itself was not exceptional. I receive lots of these messages each year and appreciate all of them. In this case, however, I was in for a surprise. Donnalou turned out to be truly exceptional. I think that current applicants will find her story interesting and learn some valuable life’s lessons from her.

Donnalou Ramirez

Motivation to become a Police Officer

As a child, I looked up to my parents who were both law enforcement officers. For most of my life, however, I desired to become a lawyer (a prosecutor). Towards that goal, I attended the University of California, Santa Cruz, where I majored in legal studies and minored in sociology. During my sophomore year of college, I got my first internship as an intern at a District Attorney’s office in the bay area. The experience was not gratifying. I realized working behind the scenes and primarily with litigation was not for me. I wanted to have a more direct impact on the world I live in.

Changing Course

Following my internship, I decided to pursue a career in law enforcement. Before I left this academic phase of my life, I decided to get a master’s degree in Business Administration. I felt that this would help me become a stronger leader and improve my communicational skills. As soon as I finished my master’s degree, I started applying to multiple law enforcement agencies in my region.

Hurdles Along the Way

For me, the hardest part was getting started with the application process. Locating and organizing all the paperwork and information was time consuming and sometimes frustrating. I needed to contact former employers, coworkers, close friends and family to let them know they might be contacted. It was difficult to locate specific information such as current home addresses, emails addresses and phone numbers

Donnalou Ramirez - from soccer to police officer

Even with my recent college experience, I was nervous about each step of the hiring process including the written exam, which was the California PELLETB. The agencies I was applying to had higher standards than most. They required a T-score of 50 to pass instead of the more common 48. I purchased Sergeant Godoy’s PELLETB QuikPrep course, studied diligently and passed the written test without trouble.

My agencies required that you pass the written exam before being invited to the physical abilities test. I was already in great shape because of my many years playing soccer. More recently, have been focused on competitive bodybuilding and became nationally recognized in that sport. Bodybuilding taught me as much about willpower and mental strength as it did physical strength.

Advanced Assessments were More Challenging

Next was the oral interview. I prepared for my interview by attending my desired agency’s online workshop, studying the Mastering the Police Interview course, and by running through mock interviews with former law enforcement officers. It is important to be able to advocate for yourself and confidently be able to tell your story. Equally important is that you answer every question concisely and thoroughly. Some questions will be more direct, for example “Why do you want to be a police officer?” and other questions will have multiple parts. Much like future police work, you need to PAY ATTENTION TO THE DETAILS.

My agency started its background investigation after I had ranked in the top tier for my oral interview. Things like the Psych exam and Polygraph were conducted in parallel over the next several months. These tests were more challenging than the written test and I was grateful I had Sergeant Godoy’s advanced courses to guide me through them.

I received my conditional offer after completion of the polygraph and background. Once, my background was completed, my entire application up to this point was reviewed by the hiring board panel, then I received a conditional offer of employment.

In retrospect, the exams were not as hard as I expected. Part of the reason certainly is due to the preparation I did. Waiting to hear your results and not knowing how long to be wait was the most frustrating part. I never was quite sure what the timeline was. Get use to the hurry-up and wait process. Police work is like this. I believe the extensive police hiring process gives you a great taste of the kind of stress you will face during the job. It is crucial to learn to be patient with the waiting and the unknown.

Advice for Others

1.    Start getting in good Shape …

months before you apply. Do not put this off. Female candidates need to work on their upper-body strength. I observed several females struggled getting over the 6-ft. wall, so don’t underestimate this challenge.

2.    You can never be overprepared …

no matter how smart you are. I found Sergeant Godoy’s courses based upon their good reputation and was not disappointed. The agencies I applied to had far more applicants than openings, so scoring higher than my competitors was important.

3.    Take one step at a time

For example, don’t spend time studying for the Polygraph or Interview until you need to.

4.    Don’t be afraid to ask questions

Keep it in mind that every interaction with the recruiting staff is a good opportunity to build a relationship. Also, if you know anyone who is working, or has worked for the department, reach out to them, and ask questions about the department’s moral, polices, issues, etc.

5.    Finish Strong

The advanced assessments, like the Polygraph and Interview, are places where good preparation will make or break you. I strongly recommend the technique of rehearsing your answers with a friend or family member using the questions in Sgt. Godoy’s advanced courses. The stress of taking these evaluations can cause you to fumble questions that would otherwise be straightforward if you only took time to think about them beforehand.

6.    Commit yourself to success

Donnalou Ramirez

The most useful advice I received along the way is to make sure your heart is invested in your pursuits. When you are fully committed, the challenges become easier to cope with. The most useful advice I’d give others is to never give up or lose faith pursuing what you are truly passionate about. When there is a will, there is a way.

7. Keep yourself pumped up

This was my formula for success. I am certainly very excited about joining the academy in the next few days.

Donnalou Ramirez

FBI Recruiting More Woman and Minorities - Law Enforcement Experience Not Required

Reprinted with author’s Permission: Sara Sidery, WDRB Media.

LOUISVILLE, Ky. (WDRB) -- Louisville's FBI is looking for more women and minorities to become special agents as the agency seeks people from all backgrounds. Experience in law enforcement isn't required.

One of Louisville's top agents made a career change to join the agency.

"Truth be told, even though working as a FBI special agent has been a dream job, it was not my first thought," said Quincy Barnett, the Assistant Special Agent in Charge at FBI Louisville.

Quincy Barnett, the Assistant Special Agent in Charge at FBI Louisville

Twenty years ago, Barnett never thought his job would take him to where he is today.

"I didn't go to school for criminal justice," he said. "I went to school for accounting."

The number-two agent in Louisville started his career in the corporate world.

"I got laid off. I got laid off, and this was right in the Enron era," said Barnett, recalling how 600 of his coworkers suddenly lost their jobs at the same time.

"I later find out that one of the officers of the company had been investigated and arrested by the FBI," he said. "And that triggered something in me: that you can't hurt people; you can't hurt people to this magnitude without being accountable for it."

Barnett hopes others might consider the FBI their next career move.

"We have a number of accountants. We have a number of lawyers. We've got nurses. We've got teachers. We've got English majors," he said. "All aspects of society, the FBI covers."

The FBI is hosting a diversity recruitment event next Wednesday. Currently 22% of all agents are women and 20% are a minority.

"As a minority, I can't say the challenges aren't there, but that's something that we're going to face in different facets of life," said Barnett. "But as a minority, working for the FBI, I can choose to be part of the solution."

Barnett says different backgrounds, race, gender, and education makes the FBI stronger and builds trust. Barnett said it's a job that makes a difference in local communities and throughout society.

"If I do my job well enough, either I can stop someone else from having to go through the pain that I had to, or I can hold them accountable," Barnett said.

FBI Louisville will host its Diversity Special Agent Recruitment Event on Wednesday, August 25, where interested candidates can learn more about the career path.

Due to COVID restrictions, a small number of people will be invited to attend in person. Other qualified candidates will be able to attend virtually.

Those who attend can speak with special agents working a variety of crimes, members of specialty teams, and more.

Anyone interested in applying should send an email to Louisvilleapplicants@fbi.gov

Copyright 2021 WDRB Media. All Rights Reserved.

Police Hiring uses Forensic Investigators to find Uncompromised Officers

Credit to Mike Cherry, Anchor/Reporter, WMUR - a Hearst Television company.

May 27, 2021, North Haverhill, NH

Since the Jan. 6 riot at the U.S. Capitol, there has been more scrutiny about extremist views and white supremacy, including in the military and law enforcement agencies. But some police and sheriff’s departments in New Hampshire have already been working to make sure their employees do not hold those views.

Sheriff Jeff Stiegler is in his second term as the head of the Grafton County Sheriff's Department. During his tenure, hiring qualified and uncompromised officers has been one of this top priorities.

"We need credible people that can give that compelling testimony when they have to," Stiegler said.

Even in the last few years, that process has evolved.

With society as deeply divided as he can remember, there can be no stone left unturned when it comes to learning whether prospects are affiliated with or show favor to hate groups or extremist ideologies.

"We owe that to the people we're serving that are paying the tax bill to have these people employed," Stiegler said.

To that end, the department takes a deep dive into the digital history of applicants.

"Everyone leaves behind a digital footprint at some time in their life," Justin Charette Combs, forensic examiner in the Grafton County Sheriff's Department, said.

The forensic investigators can scour multiple platforms for multiple usernames at once. What they find online can fluctuate greatly.

"The younger folks, they rely more heavily on social media than somebody that may be in their 60s or 70s. So even though that there's only 5 or 10 years of history of their social media, we may actually have more information because they're publicly putting it out there," Charette said.

Once a digital forensic sweep is conducted, special deputy Todd Cohen steps in. Cohen, a retired sheriff, collects additional information on foot.

"Where they're from, who they are, their associates, what they do," Cohen said.

Cohen will cross-reference a candidate's social media activity with their inner circle.

"Maybe they're associating with a known person who has a questionable reputation," Cohen said. "You may find that an uncle is involved with some sort of hate group and is vocal about it on social media, but the reality of it is when you speak to the candidate they have no affiliation with that relative."

The employee turnover rate at the Grafton County sheriff's department is low, but this department helps multiple agencies perform background checks, including any that may require a polygraph exam.

"We all work together to try and identify certain tendencies or discoveries that would flag an individual as perhaps not having the integrity to do the profession," Deputy Eric Bates, of the Grafton County Sheriff's Department, said.

Polygraph certification requires a three-month, 40-hour-per-week training program.

"Mine is a confirmation of, were you truthful in those responses that you provided the background investigation, or the psychological, or even a meeting directly with the sheriff," Bates said.

Stiegler couldn't recall coming across a candidate with strong affiliations to extremist views during his tenure, but vetting the people he hires for changes in ideology also comes during annual evaluations.

"We come out here, my expectation of my co-workers every day is that they treat everyone equally and without bias. That's our daily objective," Stiegler said.