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Surpassing to get the very Best
CBP recruitment officials fast to point out they wish to find the very best people for the job - not just big amounts they hope will make it through the academies and working with process.
"Similar to an assembly line production process, we have quality checks at each step," Gilchrist stated.
Gilchrist added CBP contends with a great deal of various firms to get its applicants from within and outside of law enforcement circles. She stated making sure the very best individuals start out - and remain in - the application and hiring processes makes sure money and time aren't lost. Part of that includes a polygraph test for every CBP police officer. After submitting a background questionnaire and going through medical and physical fitness checks, candidates get a call to schedule a polygraph evaluation, typically within a couple of weeks.
CBP polygraphers inquire about severe crimes, in addition to national security concerns. They are the exact same questions candidates answered before on their Electronic Questionnaires for Investigations Processing, better referred to as e-QIP.
Furthermore, the officials recommended candidates check out the instructions of what they need to do before the test: Eat an excellent breakfast, ensure you're hydrated, and bring snacks and water because it will take a number of hours to administer the test. Most of all, people need to do what they usually do before the examination given that the test will measure their physiological responses. For circumstances, if a person does not utilize caffeine, they certainly shouldn't start before the test. In addition, they should not be fretted that they may be worried; everybody is. The crucial thing is to be prepared and be truthful.
Scott Stevens is the director of CBP's Credibility Assessment Division in the Office of Professional Responsibility. The office promotes integrity and security within the CBP labor force, with Stevens' department helping in ensuring workers and applicants are of the highest character and stability by administering CBP's polygraph examinations. He stated they understand that not everybody, including CBP candidates, is perfect.
"We're not searching for perfect people; we're searching for people who will come in and reveal their honesty and integrity by discussing events they may have been included in in the past," Stevens stated. "As long as they can be found in and be honest with those, then they have every opportunity to pass the polygraph."
Every CBP police officer and agent need to take the test before going into service, with simply a few exceptions for military veterans who have had specific clearances in their previous work. Stevens said CBP administered more than 13,000 polygraph exams in 2022 and had the capability to do as much as 17,000 through the agency's 25 places throughout the U.S. Since 2018, 400-500 applicants per month have actually passed the polygraph. The numbers have actually dropped in the in 2015 due to the lack of applicants in the employing process.
Common factors people stop working the polygraph include confessing something that immediately disqualifies them from serving, such as cannabis usage within a two-year period or usage of other unlawful drugs within a three-year period before looking for CBP or employment concealing past incidents of criminal activity. Either method, Stevens said candidates need to be truthful when they complete their pre-employment surveys and honest when they address the questions during the polygraph.
"We're relatively transparent about what would be disqualifying, so applicants do understand what the policy is," he stated. "We tell individuals to cooperate with the inspector and process and can be found in and be open and honest, and they won't have any problems passing the polygraph."
Some of the misconceptions about the evaluation include that it's an extensive interrogation that lasts hours without any chance for examinees to catch their breath. While it can take around 4 hours, that time includes numerous breaks, and those being tested can bring snacks and water. Most of the time is invested reviewing what's going to occur throughout the exam, consisting of all the concerns that will be asked before any elements are attached to an individual.
"It's like an open-book test," Stevens said, adding there are no quotas for passing or failing. "That would be dishonest."
Tricia Luck is a polygraph examiner for CBP. She stated nerves prevail for those being checked - she was worried even for her own assessment. But as long as they're sincere and forthcoming, applicants should not stress about the test.
"That anxiousness is going to be there. Think about it as white sound," she stated. "Everyone's going to have some level of nervous stress, but that's going to exist from the beginning. Being worried and not being honest are 2 different responses by the body, so we're trained to look for that."
Luck stated the image in the motion pictures of a needle returning and forth throughout a paper, detecting each lie isn't what's done any longer. A a lot more advanced piece of machinery that determines several physiological responses is what she utilizes today.
"There's no needle, pen and ink," she said. That's been replaced by digital readouts on a computer system screen. "But we're still monitoring various aspects of the body: blood volume, deliberate motions, and gland activity," to name a few things.
Luck said it can be unexpected what individuals reveal.
"It runs the range from people attempting to take part in smuggling drugs and criminal cartel activities," to confessing to controlled substance usage simply hours before the test or perhaps murders, she stated. That's why this screening is so crucial. "We do not desire those people entering into our ranks having a badge and gun and the authority to use them."
While some things will be automated disqualifiers, Luck restated that the agency isn't trying to find best.
"We are simply attempting to identify if the applicants have the integrity needed to be a federal police officer or representative," she said. "We really just need you to comply, follow the instructions and stay away from all the misinformation out there."
Informational videos and other resources to break the misconceptions of the polygraph are available at www.cbp.gov/careers/car/poly.
Not Every Recruit Will Carry a Weapon and a Badge
While the huge majority of CBP staff members are law enforcement types - whether as Border Patrol representatives watching thousands of miles of America's northern and southern borders, or CBP officers checking freight entering a seaport or global airport, or Air and Marine Operations agents who enjoy the borders through the sky and on the waters surrounding the U.S. - a a great deal of employees never carry a weapon and a badge and serve in support of those agents and officers.
"We work with heroes," stated Laura Szadvari, acting deputy director of CBP's recruitment efforts, indicating the males and women who place on the green, blue and tan uniforms as genuine heroes securing the U.S. But those who use coveralls, matches and employment business outfit likewise carry out heroically in their own rights. "I seem like the folks on the cutting edge would not be able to successfully finish their objective unless we have CBP staff members in the non-law enforcement positions supporting them."
She stated individuals sign up with CBP, even in the nonuniformed ranks, due to the fact that of the agency's mission, similar to their uniformed counterparts.
"They desire to support those on the frontline, doing what they need to do to protect America," Szadvari said. "The objective is a huge selling indicate individuals, even if they're not the ones working as agents and officers. It's still safeguarding the homeland in some method, shape or kind. And since we're the premier police in the government, I believe that brings a lot of weight, and people wish to add to that."
Similar to the uniformed elements, CBP mission operations recruitment takes on a variety of other government firms and the business sector to get the best and brightest to sign up with from all over the country, not simply the borders and locations that have significant shipping or transport hubs. But Szadvari stated CBP deals that special mission, which is appealing to those who are searching for more than a paycheck.
"Millennials and Generation Z," those who simply finished college approximately about 40 years of ages, "are trying to find things aside from cash," she said. "So knowing your audience, understanding what to push in terms of benefits and opportunities," is what makes CBP competitive. Recruiting non-law enforcement workers suggests not just understanding how to pitch to them, however also where to pitch. Szadvari said they also utilize targeted recruitment, such as going to trade events to get an auditor specifically versed in that kind of specialty. Social media platforms, such as LinkedIn and Twitter, are excellent sources for the experts CBP needs. Virtual career expositions are likewise something the agency's human resources has tapped into a growing number of, specifically since the COVID-19 pandemic.
Szadvari said a main recruitment focus is guaranteeing CBP has a varied workforce that shows the variety of America.
"That includes conducting outreach to veterans and transitioning service members; underrepresented populations, such participating in events at Historically Black and Colleges and Universities female-focused places of college; and hiring individuals with specials needs," she said. Mission support positions can be an ideal fit for those who might not be capable of going to the field but still have the capabilities and desires to support and serve in a border protection mission. "We're attempting to mirror the civilian labor force numbers, making certain the people of CBP are agent of the population in basic."
The Care and Feeding of Applicants
Whether they will end up being a badge carrying officer or agent, or whether they will be a specialist who has a pen, paper and a laptop computer as their "weapon" of option, those requesting positions with CBP require to be tended to all through what can be a long hiring procedure. Border Patrol and Office of Field Operations use recruiters to help with candidate care; Air and Marine Operations uses people different from the recruiters. Overall, CBP's employing center makes sure all of those who have actually applied, employment no matter the part and the task, are continuously gotten in touch with and kept in the loop through the process, from creating the job statement in the very first place to bringing somebody on board the firm.
"We're everything about customer care to our programs," said Wendy Rohleder, the deputy director of the center, which has a number of branches to assist the parts and workplaces of CBP bring on individuals they need to do the jobs.
That means going through up to half a million applications each year to fill 7,000 to 9,000 tasks with prospects from exterior of CBP, in addition to existing workers trying to enter into a brand-new position. It can be a 12-15 action procedure, depending upon what sort of background checks and possible polygraph examinations recruits have to go through.
"We keep them engaged and moving through the employing steps to get them to that last stage and onboarded with CBP," said Erika Bloomquist, the branch chief in charge of CBP's pre-employment working with procedure. "Customer support is our primary objective."
Rohleder stated they wish to make sure those trying to join CBP have a great experience to get them began the proper way for a great career ahead.
"Our goal is to give candidates the ultimate experience," she said.
The center has a candidate website where users can view their application status in real-time, straight get in touch with the CBP Hiring Center, and survey a large repository of regularly asked concerns.
"Our objective is to hire highly certified individuals for the positions to satisfy our consumers' needs: Get workplaces the right candidates at the correct times," Rohleder said. "The part of that remains in our control is the engagement with the prospects," sending reminders and updates to those who apply.
But it's not just on the working with center and recruiters making sure prospects have what they require. Bloomquist added some of it is on the hire themselves.
"We wish to make certain through our applicant care efforts that we are providing the applicants all the tools they require to make it through this process as rapidly as possible," she said, including that's where the candidate website is so valuable. It addresses often asked concerns, offers links to hiring procedure videos so they know what to anticipate from each action. "They know what's anticipated entering, and as long as they're doing their part to keep everything moving and being responsive, we're going to do whatever on our end to get them to that last goal of being onboarded to a position."
For employers in the field, employment such as Whyte, that support the employers receive from the working with center makes certain the people he finds stay with the procedure until eventually hired. He stated they need a large range of prospects and can't manage to lose good people along the method. That's why having the center, as well as employers who can develop relationships with potential workers - and keep them in the pipeline - is so crucial.
"We offer the task really rapidly," he stated. "It's not an excellent task, it's an incredible task. Helping them move through our working with process is significant. So we continue to inspire them and elevate their abilities to make it through the process."
Breaking Stereotypes and Inspiring the Future to 'Exceed'
Bright said an essential component of the recruiting efforts is educating the public on what CBP does. It's not simply apprehending people who are attempting to come into the nation illegally; a major selling point is how CBP is a humanitarian organization and how its people carry out countless saves of individuals who have been made use of.
"What we are leveraging is our recruitment brand name which is 'Go Beyond,'" Bright stated. "Surpass represents what our workforce does every day - surpassing to serve our communities on and off the job. It's a call to something greater and meaningful which's how our staff members feel about their task. They're constantly serving."
Whyte said those in Office of Field Operations do go beyond, and he desires to see more people offer CBP an appearance when browsing for a fulfilling profession.
"We require a diverse set of people; we require you, and you won't get stuck doing one kind of job," he said, whether its cultivating legitimate trade and travel or performing the humanitarian side of the objective, employment whether that implies a position near to where an individual grew up or overseas at one of CBP's worldwide operations. "There's so much opportunity."
And those opportunities aren't just for those who will carry a badge and a gun.
"It's an opportunity to safeguard America," Szadvari said. "It's a chance to serve your nation. It's an opportunity to support those on the cutting edge."
Through the prolonged procedure, which could include a stressful - however passable - polygraph assessment, employers require to stay favorable when talking with those they wish to recruit into CBP's ranks.
"It is important that we provide the background examination and polygraph assessment procedure in a favorable light in order to motivate success," Luck stated.
It can be a long, difficult process from application to eventually being worked with. But CBP's employing center does what it can to make certain the process goes smoothly all along the way.