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Hiring and Background Investigations
DATES: 4/18/2017 through 4/20/2017
INSTRUCTOR(S): Dan Sosnowski
LOCATION: St Charles Community College, Student Services Center - 4601 Mid Rivers Mall Drive Room 205, St. Peters, MO 63376
HOTEL: Drury Inn - St Peters, MO 800-325-0720
Identify with Group # 303244 to receive discounted rate.
Book Room Online Here
COURSE REGISTRATION FEE: $325.00 Includes all training materials, and a Certificate of Completion.
Dan is a 1980 graduate of John E. Reid College of Detection and Deception and is one of the few polygraph examiners in the country to hold a Masters of Science Degree in the field of polygraph. He has been awarded a Senior Research Fellow in Forensic Psychology at the University of Birmingham, United Kingdom.
He was a former police officer in the Chicago area and was on the staff at John E. Reid & Associates. He is the former director of two polygraph training schools who have taught numerous law enforcement officer as well as individuals from the private sector.
Dan is President of S.O.S. Services, Inc., a private polygraph company located in Marietta, Georgia. S.O.S. Services, Inc. is currently performing a wide range of polygraph examinations but is specializing in sex offender testing. Dan is the polygraph examiner of choice for Dr. Gene Abel as well as other therapist in the Atlanta area.
He conducts numerous training seminars across the United States and has been an invited speaker at the American Polygraph Association’s annual seminar as well as numerous State Polygraph Associations. Dan was elected as a Director to serve on the Board for the American Polygraph Association in August, 2000. He was re-elected to a third two year term in July 2006.
Dan is currently involved in several research projects concerning the accuracy and validity of the polygraph. These studies are being conducted in conjunction with the University of Newcastle, United Kingdom. He conducted the first polygraph training in that country. He has also been published in several professional journals in the United Kingdom as well as the United States.
Dan’s diverse background in both the private and law enforcement agencies, along with presently conducting criminal interviews and interrogations, gives him a wealth of knowledge and experience to draw from. As a speaker, Dan is very informative and motivating. His sense of humor makes it a pleasure to listen to him. He easily adapts to circumstances and surroundings, which is one of the foremost assets of any successful interrogator.
Pre-Payment is NOT required to register or attend this seminar
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The hiring process of a person seeking a career in law enforcement is a
complex process with the ultimate goal of selecting the most qualified candidate who meets
the standards of conduct as set by the agency. The process must be objective, consistent and
equally applied to all candidates. In addition, the process must be compliant with all
applicable Federal, state and Local laws as they apply to the hiring of a law enforcement
officer. Included in this multi-faceted process is the recruitment stage, the applicant
stage, the testing stage, the oral interview stage, the background investigation stage, the
medical and psychological testing stage, the polygraph stage (if allowed by local law), the
oral interview stage and finally the hiring stage. All of these stages involve some type of
screening, interviewing and information processing.
Agency members who participate in all of the phases necessary to complete the mission of
hiring the most qualified individual as a law enforcement officer must document not only
their qualifications to participate in the process, but must also document all of the
information involved in the hiring process. This “process” cannot operate in a vacuum and
must include supervisory oversight at all points in order to ensure the integrity of the
process, as well as, enhancing the agency’s ability to attract, hire and retain quality
Law enforcement agencies must choose the members of their recruitment team carefully, as
they are going to be the “face” of the agency. It is important for the recruitment team to
represent the diversity of the agency, and those individuals must be familiar with all of
the agency’s attributes, such as: salary, benefits, variety of job opportunities,
promotional opportunities, working conditions, etc. The law enforcement agency must put it’s
faith in those officers chosen to conduct the background investigation, and these officers
must be trained in the legal issues regarding disqualifying candidates from the selection
process. The recommendations of these officers must be followed as long as they are fact
based and documented.
There are many factors that influence who and how an agency recruits. These include, but are
not limited to budget considerations, educational requirements, demographics, skill sets of
the individuals applying, and the political climate of the locale that is involved in the
The success or failure of the initial recruitment process can be influenced by the budget.
Although the budget for a recruitment and selection process should not be limited, many
times it is. More often then not, the sequence of events in a law enforcement agency’s
hiring process is dictated by the budget, or lack thereof. This causes certain phases to
frequently be conducted out of a logical sequence. The so-called “free” portions of the
process are conducted first. That is why one sees the physical fitness assessment given
first; it costs the agency nothing more than the time of the officers involved to conduct
it. It really only costs the agency money when an outside agency, either law enforcement or
private entity, conducts the physical fitness assessment.
One part of the selection process that should neither be rushed nor short-changed is the
background investigation. Background investigations play a critical role in ensuring the
integrity of the process. In order to make a valid evaluation of the individual, it is
crucial that as much information as possible be known and that the investigation be of high
Recruiters must focus on individuals who reflect the community that they are going to serve,
who possess good communication skills, have an ability to be problem solvers and possess a
keen desire to be “community law enforcement officer.”
Remember the process begins with recruiting!!!
A Law Enforcement Agency is obviously only as good as the quality of the members it hires.
There is an increasing need in Law Enforcement to engage in a hiring process that is
transparent, proactive and reflective of the community it serves. Law Enforcement
Executives, as well as, Local political officials must recognize this need. It is their
responsibility to establish a process that is comprehensive, well balanced, objective and
Law enforcement managers must recognize that the selection of qualified entry level
candidates is the most critical issue facing them, not only for the present but for the
future as well.