Behavioral Trends in Correctional Officer Applicants
Introduction
This report highlights key findings from three behavioral categories critical to corrections pre-employment screening: Abuse of Authority, Inappropriate Relationships, and Gang Affiliation. Understanding and forecasting the impact of these behaviors are vital to the safety, integrity, and overall effectiveness of correctional operations, where both immediate and long-term consequences of unethical behavior can be significant.
Behavioral Trends in Correctional Officer Applicants: 2023-2025
This report highlights key findings from three behavioral categories critical to corrections pre-employment screening: Abuse of Authority, Inappropriate Relationships, and Gang Affiliation. Understanding and forecasting the impact of these behaviors are vital to the safety, integrity, and overall effectiveness of correctional operations, where both immediate and long-term consequences of unethical behavior can be significant.
It is based on questionnaires completed by 1,705 candidates who applied for Correctional Officer positions at US state correctional agencies between January and June 2025. These candidates disclosed a total of 6,053 responses related to their involvement in, and attitudes toward, criminal and counterproductive behaviors. This report examines the key findings for 2025 and compares them with data from 2024 and 2023 to identify emerging trends within the correctional environment.
From January to June, the number of questionnaires completed by candidates decreased from 1,915 in 2023, 1,780 in 2024, and 1,705 in 2025. This downward trend suggests that correctional agencies are leveraging new tools to collect human intel to develop novel strategies for hiring and screening, which may be streamlining the selection process by providing deeper insights early on and reducing the need for additional hires.
The purpose of this report is to synthesize findings across these domains to better understand the behavioral and values-based alignment of prospective hires. By identifying trends in candidate behavior and perception, organizations can make more informed hiring decisions, strengthen preventative measures, and reduce financial and reputational risks associated with internal misconduct.
Effective risk management begins with a clear understanding of where vulnerabilities may arise. This analysis provides valuable insight into a candidate’s propensity for ethical behavior and their alignment with the organization’s standards and culture. As such, it serves as a critical tool for shaping hiring policies, refining candidate screening and training practices, and fostering a workforce built on accountability and trust.
Abuse of Authority
In the context of a Corrections Pre-employment Questionnaire, the “Abuse of Authority” behavior category refers to a potential candidate’s attitudes, past behaviors, and likelihood of misusing their position of power when working in a correctional environment.
Attitude and Reporting
The results are derived from a questionnaire designed to evaluate ethical perspectives and attitudes toward professional conduct among individuals in hierarchical law enforcement and correctional roles. It looks at how a candidate might use power and authority, including any tendencies toward physical or verbal abuse, showing favoritism for personal gain, or breaking rules to gain control or assert dominance.
2025 Findings Highlights
Attitude
- 3.9% of the responses showed that candidates believe it is acceptable to take advantage of their position to obtain sexual favors.
- Additionally, 16% believe senior officers are allowed to ask lower-ranking officers to perform personal tasks.
- 14.3% believe that employees should follow their supervisor’s orders, even when those orders are against the rules.
Reporting
- The analysis revealed that 1.2% of candidates showed reluctance to report
serious ethical and professional violations, including the misuse of force, abuse of power for personal or sexual gain, and failure to intervene in inappropriate conduct.
Workplace Behavior Alert
This raises concerns regarding their willingness to uphold institutional accountability, follow reporting protocols, and protect the rights and safety of others within a correctional or law enforcement setting.
% of Candidates believe it is acceptable to take advantage of their position to obtain sexual favors
% of Candidates believe that employees should follow their supervisor’s orders, even when those orders are against the rules
% of Candidates believe that senior officers are permitted to delegate personal tasks to lower-ranking officers.
Summary
- There is a consistent number of candidates who believe it is acceptable to exploit their position for sexual favors. At 3%, the significant risk associated with this behavior warrants continued vigilance in the hiring process and subsequent training.
- There is an improving trend, as the percentage of candidates who believe employees should follow their supervisor’s orders—even when those orders violate the rules—has decreased steadily from 2023 to 2025.
- There is a gradual improvement from 2023 to 2025, with the percentage of candidates who believe senior officers are permitted to delegate personal tasks to lower-ranking officers decreasing from 18.1% to 16.8%. While the trend is downward, the belief remains relatively common, indicating an ongoing concern regarding ethical boundaries.
Inappropriate Relationships
In the context of a Corrections Pre-employment Questionnaire, the “Inappropriate Relationships” behavior category refers to a potential candidate’s attitudes, past behaviors, and likelihood of engaging in unethical or prohibited relationships within a correctional environment.
Involvement, Attitude and Reporting
The results are derived from a questionnaire designed to assess ethical perspectives and attitudes toward maintaining professional boundaries in highly regulated correctional settings. It evaluates the candidate’s views on romantic or sexual involvement with inmates or colleagues, acceptance of contraband or personal favors, and willingness to report policy violations. This category seeks to identify tendencies that could lead to compromised authority, security breaches, or conflicts of interest within a correctional facility.
2025 Findings Highlights
Involvement & Attitude
- 3.1% of all applicants reported being recently fired from a law enforcement agency.
- 17% stated that when you like an inmate it is better to look the other way on small offenses.
- Additionally, 2% of candidates think it is appropriate for an officer to accept personal favors from an inmate.
Reporting
- The analysis also revealed that 4.3% of candidates demonstrated reluctance to report misconduct, including inappropriate relationships with inmates, policy violations among coworkers, smuggling contraband, and accepting personal favors.
% of Candidates previously fired from a law enforcement agency
% of Candidates who believe that when they like an inmate, it is acceptable to overlook small offenses
Summary
- There has been a notable rise in candidates who reported being dismissed from a law enforcement agency, increasing from 0.6% in 2023 to 3.1% in 2025. This upward trend highlights potential challenges in recruitment screening and maintaining ethical standards.
- There has been a sharp increase in candidates who believe that liking an inmate justifies overlooking small offenses, rising from 5.4% in 2023 to 17.2% in 2025. This upward trend signals a growing risk to professional boundaries and institutional integrity.
Gang Affiliation
In the context of a Corrections Pre-employment Questionnaire, the “Gang Affiliation” behavior category refers to a potential candidate’s attitudes, past behaviors, and potential involvement with criminal gangs or gang-related activities. It focuses on identifying any personal associations, behaviors, or connections that may pose significant security and safety risks within a correctional environment (i.e., violent or criminal activity inside facilities, transport of contraband, bribery of correctional officers).
Involvement and Reporting
The results are derived from a questionnaire designed to evaluate potential connections to gangs and susceptibility to gang-related influence among individuals in law enforcement and correctional roles. It considers not only an individual’s own involvement but also associations through family and friends who are currently or were previously connected with gangs. The assessment examines these personal and social ties, as well as behaviors or intentions that may indicate tolerance for or involvement in gang activity, to identify any factors that could compromise integrity or security.
2025 Findings Highlights
Involvement & Attitude
- 4.3% of respondents indicated they have friends or family members currently involved with a gang.
- 7.2% reported that their friends or family had been involved in the past.
- Only 0.4% stated they are currently gang members, and
- 0.9% acknowledged being connected to a gang member on social media.
Reporting
- The analysis also revealed that 0.8% of candidates expressed reluctance to report if a gang member attempted to contact them after being hired or if they discovered a colleague’s involvement in a criminal gang.
% of Candidates who reported being connected to gang members on social media
% of Candidates who reported having friends or family members currently involved with a gang.
Summary
- There is a steady decline in candidates reporting connections to gang members on social media, dropping from 1.6% in 2023 to 0.9% in 2025. This downward trend indicates a gradual improvement in reducing external criminal associations.
- The percentage of candidates with friends or family members currently involved with a gang shows a slight downward trend from 4.9% in 2023 to 4.0% in 2024, followed by a minor increase to 4.3% in 2025. This pattern suggests a generally stable but persistent concern regarding close associations with gang activity.
Report Conclusions
Between 2023 and 2025, trends among correctional officer applicants show mixed progress. Positive shifts include fewer candidates supporting rule-breaking under supervisor orders and reduced gang-related associations. However, concerning patterns have emerged: a rise in applicants previously dismissed from law enforcement and growing acceptance of behaviors that compromise integrity, such as overlooking inmate offenses or exploiting authority for sexual favors. These findings highlight the fact that potential bad actors continue to make attempts to gain employment within correctional facilities, and it is paramount for Corrections HR teams to stay vigilant and utilize effective screening tools that can empower their teams to make more data informed hiring decisions.
