Programs of psychological screening represent an effort to better identify the candidates most likely to succeed at police work and most able to cope with the physical and emotional pressures that officers confront. Written aptitude and personality tests are cost-effective and are currently being used as the initial step in the evaluation of a candidate's job suitability. The Minnesota Multiphasic Personality Inventory is the most commonly used personality test in law enforcement screening. Several other tests are also used, and clinical interviews usually follow the test scoring and review. Issues related to psychological testing include its intrusiveness and whether it can define an unsuitable applicant in a way that is both legally and professionally defensible. These issues have not been resolved, but agencies can take several steps to ensure the most appropriate use of psychological testing. These steps include using other screening approaches in additional to psychological testing, providing psychological interviews, using many measures, avoiding arbitrary cut-off scores, and documenting all procedures and selection practices. 14 references.