This seclection procedure shows promise in reducing premature attrition. The 2-day interview gives applicants sufficient time to relax and to display a truer personality. Exercises devised to test powers of communication and personal confidence include writing an autobiography and letter, testing physical fitness and general knowledge, delivering a 3-minute talk and a verbal autobiographical presentation, and participating in group discussion. Constable assessors, who participate in a 1-day briefing on the selection process, spend time with the candidates and assess them in a relaxed environment, meet with the chief assessor and the recruiting sergeant to discuss each applicant, and prepare a written report. The assessor's views on an applicant's suitability is a principal factor in the decision to recommend the applicant's appearance before the formal interview board. None of the 57 recruits selected and appointed during this system's year of operation has been lost, in contrast to the resignation of 9 probationers with less than 6 months service in the previous year. A disadvantage to the selection process is that it takes longer; only six candidates are assessed at a time. The success of the Surrey procedure relies upon police constable expertise in judging people, and it has not been found wanting. One footnote is included.