FBI Recruiting More Woman and Minorities - Law Enforcement Experience Not Required

Reprinted with author’s Permission: Sara Sidery, WDRB Media.

LOUISVILLE, Ky. (WDRB) -- Louisville's FBI is looking for more women and minorities to become special agents as the agency seeks people from all backgrounds. Experience in law enforcement isn't required.

One of Louisville's top agents made a career change to join the agency.

"Truth be told, even though working as a FBI special agent has been a dream job, it was not my first thought," said Quincy Barnett, the Assistant Special Agent in Charge at FBI Louisville.

Quincy Barnett, the Assistant Special Agent in Charge at FBI Louisville

Twenty years ago, Barnett never thought his job would take him to where he is today.

"I didn't go to school for criminal justice," he said. "I went to school for accounting."

The number-two agent in Louisville started his career in the corporate world.

"I got laid off. I got laid off, and this was right in the Enron era," said Barnett, recalling how 600 of his coworkers suddenly lost their jobs at the same time.

"I later find out that one of the officers of the company had been investigated and arrested by the FBI," he said. "And that triggered something in me: that you can't hurt people; you can't hurt people to this magnitude without being accountable for it."

Barnett hopes others might consider the FBI their next career move.

"We have a number of accountants. We have a number of lawyers. We've got nurses. We've got teachers. We've got English majors," he said. "All aspects of society, the FBI covers."

The FBI is hosting a diversity recruitment event next Wednesday. Currently 22% of all agents are women and 20% are a minority.

"As a minority, I can't say the challenges aren't there, but that's something that we're going to face in different facets of life," said Barnett. "But as a minority, working for the FBI, I can choose to be part of the solution."

Barnett says different backgrounds, race, gender, and education makes the FBI stronger and builds trust. Barnett said it's a job that makes a difference in local communities and throughout society.

"If I do my job well enough, either I can stop someone else from having to go through the pain that I had to, or I can hold them accountable," Barnett said.

FBI Louisville will host its Diversity Special Agent Recruitment Event on Wednesday, August 25, where interested candidates can learn more about the career path.

Due to COVID restrictions, a small number of people will be invited to attend in person. Other qualified candidates will be able to attend virtually.

Those who attend can speak with special agents working a variety of crimes, members of specialty teams, and more.

Anyone interested in applying should send an email to Louisvilleapplicants@fbi.gov

Copyright 2021 WDRB Media. All Rights Reserved.

Police Hiring uses Forensic Investigators to find Uncompromised Officers

Credit to Mike Cherry, Anchor/Reporter, WMUR - a Hearst Television company.

May 27, 2021, North Haverhill, NH

Since the Jan. 6 riot at the U.S. Capitol, there has been more scrutiny about extremist views and white supremacy, including in the military and law enforcement agencies. But some police and sheriff’s departments in New Hampshire have already been working to make sure their employees do not hold those views.

Sheriff Jeff Stiegler is in his second term as the head of the Grafton County Sheriff's Department. During his tenure, hiring qualified and uncompromised officers has been one of this top priorities.

"We need credible people that can give that compelling testimony when they have to," Stiegler said.

Even in the last few years, that process has evolved.

With society as deeply divided as he can remember, there can be no stone left unturned when it comes to learning whether prospects are affiliated with or show favor to hate groups or extremist ideologies.

"We owe that to the people we're serving that are paying the tax bill to have these people employed," Stiegler said.

To that end, the department takes a deep dive into the digital history of applicants.

"Everyone leaves behind a digital footprint at some time in their life," Justin Charette Combs, forensic examiner in the Grafton County Sheriff's Department, said.

The forensic investigators can scour multiple platforms for multiple usernames at once. What they find online can fluctuate greatly.

"The younger folks, they rely more heavily on social media than somebody that may be in their 60s or 70s. So even though that there's only 5 or 10 years of history of their social media, we may actually have more information because they're publicly putting it out there," Charette said.

Once a digital forensic sweep is conducted, special deputy Todd Cohen steps in. Cohen, a retired sheriff, collects additional information on foot.

"Where they're from, who they are, their associates, what they do," Cohen said.

Cohen will cross-reference a candidate's social media activity with their inner circle.

"Maybe they're associating with a known person who has a questionable reputation," Cohen said. "You may find that an uncle is involved with some sort of hate group and is vocal about it on social media, but the reality of it is when you speak to the candidate they have no affiliation with that relative."

The employee turnover rate at the Grafton County sheriff's department is low, but this department helps multiple agencies perform background checks, including any that may require a polygraph exam.

"We all work together to try and identify certain tendencies or discoveries that would flag an individual as perhaps not having the integrity to do the profession," Deputy Eric Bates, of the Grafton County Sheriff's Department, said.

Polygraph certification requires a three-month, 40-hour-per-week training program.

"Mine is a confirmation of, were you truthful in those responses that you provided the background investigation, or the psychological, or even a meeting directly with the sheriff," Bates said.

Stiegler couldn't recall coming across a candidate with strong affiliations to extremist views during his tenure, but vetting the people he hires for changes in ideology also comes during annual evaluations.

"We come out here, my expectation of my co-workers every day is that they treat everyone equally and without bias. That's our daily objective," Stiegler said.