CBP leadership and recruiters recently met July 18-20 to finalize their recruitment strategy. Former Deputy Chief of CBP's Office of Border Patrol, Luis Barker kicked off the three-day conference with his keynote address. "It will take a lot of dedication, perseverance and innovation, Barker said. "We are committed to successfully meeting this challenge."
Recruiters will be looking for candidates who can successfully undergo a rigorous screening process, which includes a written examination, structured interview, foreign language proficiency or artificial language test, medical examination and drug test, a physical fitness test, as well as a national security background investigation. Candidates must complete a 19-week basic training academy in Artesia, New Mexico, as part of a two-year internship program. Initial appointments are made at the GS-5 ($34,996) and GS-7 ($39,797) grade levels with non-competitive promotion potential to GS-11 ($51, 972). They also will receive a generous benefits package including health and retirement benefits, in addition to substantial overtime earnings.
Recruiters will be synchronizing their recruiting efforts with an advertising campaign in large metropolitan areas with military transition centers across the country, identifying candidates who have completed their military obligations and want to continue in public service protecting our nation's borders. The advertising campaign will include Internet, television, radio, movie theaters, and even transit advertising. Currently, CBP uses compressed testing in several locations including El Paso, Texas, San Diego and Buffalo and is exploring greater use of technology to expedite the recruiting and selection process.
