The prediction, control, and prevention of police corruption represent pervasive and enduring problems. Researchers have suggested that intervention at the preemployment screening stage may be the best solution. However, investigators have acknowledged that existing assessment practices are flawed. This article proposes a strategy for the preemployment screening of law enforcement personnel. In particular, it examines the utility of the Inwald Personality Inventory and the Revised-NEO Personality Inventory in relation to assessing antisocial behavioral tendencies and conscientious personality traits, respectively, and argues that their combined use, appropriately administered in a testing situation, represents a reliable and valid predictor of good job performance. The article speculatively comments on this strategy for purposes of psychological testing, future research in the field, and law enforcement administration practices.