This article explores the need for personality
profiling when hiring Child Protective Services (CPS)
investigators. It begins by looking at the use of profiling
when hiring law enforcement officials as an analogy.
The article then goes on to discuss the unique
stresses of CPS work and explores the possibility that
improved screening of candidates may prevent the
burnout and turnover pervading this sensitive field.
Ideal personality characteristics for CPS workers are
identified, followed by a discussion of an emerging
movement in some parts of the United States to screen
prospective CPS workers more rigorously.