This research addresses an often-overlooked opportunity for police reform: the predictive value of prehire misbehavior data for reducing posthire police misconduct. While most reform efforts focus on officers' actions after they are hired, our findings highlight the impact of rigorous screening before hire. We examined how specific prior employment and nonwork misbehaviors related to general occupational instability, trouble in previous law enforcement roles, prior temper problems and violence, and irresponsible behaviors predicted future misconduct among 6,075 police officers tracked over 5 years. Notably, some prehire behaviors significantly elevated risks of citizen complaints and misconduct-related lawsuits, with hazard ratios up to 14.59. Contrary to common assumptions, candidates with prior law enforcement experience showed increased liability, including excessive use of force, suggesting that this background does not inherently reduce misconduct risk. After identifying the strongest predictors of police misconduct, we also examined their relation to termination for cause and assessed how agency decision makers respond differently to prehire versus posthire misbehaviors. By integrating findings on the predictive value of specific prehire misbehaviors, we offer targeted, evidence-based guidance and actionable recommendations for police agencies and policymakers. This work provides a scientifically grounded foundation for effective and consistent police screening decisions, offering a framework for establishing long-overdue national police hiring standards. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
Dilchert et al. (2026) studied this question.