Police efficiency as a popular institution with the highest contact with society, in addition to training and facilities, depends on a set of psychological and personality traits of personnel, and ignoring these components can reduce mission quality, job satisfaction, and public trust. Given the diversity of police branches and missions, assuming uniform capabilities and psychological traits of forces is inefficient, and it is necessary to define a specific psychological model for each mission so that recruitment, employment, promotion, and retention of human resources are carried out based on the "job-person" fit. Valid personality assessment frameworks such as the Five-Factor Model (FFM) can serve as an empirical tool for measuring dimensions of neuroticism, extraversion, agreeableness, openness, and conscientiousness, preventing the placement of individuals in mismatched positions—a practice that leads to reduced turnover and increased productivity and motivation. Furthermore, attention to cultural and ethnic backgrounds in police missions is essential because value and normative differences across regions can negatively affect the performance of non-native officers and create psychological pressures. Accordingly, it is recommended that the recruitment system shift from general enlistment toward targeted "headhunting/proactive sourcing," that selections become branch-specific and specialized, and that localized service alongside cultural and psychological training be placed on the agenda.