SOME OF THE PROHIBITIONS AGAINST SUCCESSFUL MINORITY RECRUITMENT INCLUDE THE USE OF VISUAL ACUITY TESTS WHICH BAR APPOINTMENT TO THE FORCE WITHOUT 20/20 VISION IN SOME AREAS, HEIGHT STANDARDS WHICH ARE CURRENTLY UNDER ATTACK IF THEY ARE NOT JOB RELATED, RESIDENCY REQUIREMENTS, AND THE PREFILING OF APPLICATIONS WHICH ELIMINATES CANDIDATES WHO HEAR OF THE TEST AFTER THE TERMINATION DATE. SOLUTIONS TO THESE BARRIERS ARE PROPOSED, INCLUDING ALLOWING APPLICANTS TO HAVE CORRECTED VISION TO 20/30, DISALLOWING HEIGHT STANDARDS, REQUIRING CANDIDATES TO FULFILL THE RESIDENCY REQUIREMENT WITHIN 30 DAYS, AND INTEGRATING THE DATE FOR THE PREFILING OF APPLICATIONS INTO THE TEST DATE. IN ADDITION, FEE CHARGING FOR EXAMINATIONS OR APPLICATIONS SHOULD BE ELIMINATED, AND EDUCATION REQUIREMENTS SHOULD INCLUDE A HIGH SCHOOL DIPLOMA AND DRIVER'S LICENSE AT THE TIME OF APPOINTMENT. BARRIERS THAT ARE ALREADY PROHIBITED BY LAW INCLUDE DISCRIMINATION ON THE BASIS OF SEX, RACE, RELIGION, POLITICAL BELIEFS, AND NATIONAL HERITAGE; ARREST AS OPPOSED TO CONVICTION; AND WAGE GARNISHMENT. APPLICATIONS SHOULD BE READILY AVAILABLE TO FACILITATE RECRUITMENT. THE ORAL INTERVIEW, IF PROPERLY CONDUCTED AND EVALUATED, CAN SERVE AS AN EFFECTIVE TOOL FOR ELIMINATING UNQUALIFIED CANIDIDATES; HOWEVER, THE INTERVIEWER SHOULD REMAIN OPENMINDED, NONPATRONIZING TO FEMALE CANDIDATES, AND AVOID A CLIMATE OF INTERROGATION. NO REFERENCES ARE PROVIDED.