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Intelligence agencies face notable problems in recruitment. In particular, candidates can easily misunderstand intelligence assessments roles. Challenges sit on the recruiter’s side too. Some of the traditional methods, particularly the over-reliance on the ‘classic trio’ of a curriculum vitae, an interview and referee checks yield inferior results and weaken diversity. The inclusion of a wider range of selection tools and tests not only improves an ability to adjudge applicants, it also gives candidates a much better sense of the role applied for. John Wanous’ Matching Model is utilised to demonstrate that employment ought to be a two-way process of attraction.

Finding a match: the revolution in recruitment and its application to selecting intelligence analysts