DRAFT — advisory, not legal advice
What to ask — and not ask — when interviewing officers
Last reviewed 2026-10-05
DRAFT — not legal advice. Employment law (federal and state) governs what you may ask. This page is general information for companies new to hiring law enforcement talent. Have your counsel review your process, especially for regulated roles or multi-state hiring.
Good topics
- Relevant experience: investigations, report writing, interviewing, supervision, training, customer-facing work with agencies.
- How they would handle a realistic scenario in your role (sales call, SIU file, corporate incident).
- Willingness to travel, work odd hours, or obtain a license/clearance if the job requires it.
- Writing sample or redacted report (if appropriate and job-related).
Topics that are usually off-limits or high-risk
Do not ask about (or use as a filter) protected characteristics, including race, color, religion, sex, national origin, age (40+), disability, genetic information, or — where state/local law adds them — sexual orientation, gender identity, marital or family status, and similar categories. Avoid questions about:
- Arrest records where your state restricts them; convictions only where job-related and lawful.
- Union activity, workers’ comp history, or medical details before a conditional offer (ADA rules apply).
- Citizenship in forms that go beyond eligibility to work (use the lawful I-9 process).
- “Are you retired because of discipline?” framed as gossip — stick to job-related references with consent.
Polygraph, psych and medical
Many LE backgrounds include psych and polygraph. Your private-sector process is different: use only assessments that are job-related, validated for your use, and lawful in your state. When in doubt, ask counsel before copying an agency’s hiring battery.