DATA WERE COLLECTED ON APPLICANTS WHO HAD APPLIED FOR POSITIONS IN THE POLICE DEPARTMENT FROM AUGUST 1972 TO AUGUST 1973. EACH APPLICANT WAS INTERVIEWED BY A PANEL OF THREE INDIVIDUALS (TWO MEMBERS OF THE PERSONNEL DIVISION OF THE POLICE DEPARTMENT AND A POLICE OFFICER OF SUPERVISORY RANK). OF 399 APPLICANTS, 150 WERE HIRED AND 249 WERE REJECTED. THE INTERVIEW PROCEDURE WAS STRUCTURED, WITH QUESTIONS CENTERED AROUND NINE MAJOR AREAS: APPEARANCE, COMMUNICATION SKILLS, EDUCATION, EXPERIENCE, EMPLOYMENT HISTORY, SOCIAL SENSITIVITY, APPARENT EMOTIONAL STABILITY, RESPONSIBILITY/MATURITY, AND SINCERITY OF PURPOSE. PERFORMANCE DIMENSIONS TO BE PREDICTED INVOLVED EIGHT SUPERVISORY RATING SCALES THAT COVERED JOB KNOWLEDGE, JUDGMENT, INITIATIVE, DEPENDABILITY, DEMEANOR, ATTITUDE, RELATIONS WITH OTHERS, AND COMMUNICATIONS. THREE OF FOUR PERFORMANCE FACTORS (TECHNICAL COMPETENCE, DEMEANOR, AND COMMUNICATIONS) COULD BE PREDICTED FROM AVERAGED INTERVIEW FACTOR SCORES. COMPONENTS THAT ACCOUNTED FOR A LARGE PORTION OF THE VARIANCE IN RATINGS WERE MANIFEST MOTIVATION, COMMUNICATIONS, AND PERSONAL STABILITY. THE STUDY FINDINGS OFFER EMPIRICAL SUPPORT FOR RENEWED INTEREST IN AND RESEARCH ON THE SELECTION INTERVIEW FOR USE BY LAW ENFORCEMENT AGENCIES. TABULAR DATA AND REFERENCES ARE INCLUDED. (DEP)