Police Recruiting in Today’s Challenging Environment
/Police Recruiting in Today’s Challenging Environment
By: Ken Dye
We see it almost every day… “There aren’t enough cops” Here’s a news flash…there has never been enough cops. As a beat cop and supervisor, the beats were never fully staffed. You make adjustments based on current crime and activity patterns and deploy officers as needed. In essence, you work with what you have.
Departments throughout the country are making pitches to that ever-decreasing pool of candidates. Some offer high pay. Some offer excellent benefits and signing bonuses. Some ask retired officers to return. All work to an extent. What can a department do to increase its recruit flow? Here are a few ideas.
Some departments are using the “1 for 1” program. If an officer retired from a department and wants to make a change, they can make that lateral move. They are hired at their former pay rate and can keep their pension checks. Officers with less time can lateral with a pay grade based on their service. An officer with 10 years is hired at the rate of an officer who has 10 years’ service with the new agency.
One police department advertised at a job fair at a community center in a minority neighborhood. This brought mature adults who always wanted to be cops. Surprisingly, a number of professionals entered and completed the process.
Have the recruiting team visit colleges when they DON’T have a job fair with hundreds of companies vying for employees. When you set up, you’re the only entity recruiting. The students feel like you are there just for them. In fact, that’s exactly what you are doing
Military veterans are prime candidates. They understand rules and regulations. A good source is the local National Guard and Reserve units. Military bases have job fairs and return to civilian life programs. Be sure to take advantage of these opportunities.
Start/maintain your Police Explorer and cadet programs.
At the initial interview, set up a ride-a-long. Many applicants have no concept of police work. Applicants’ only knowledge of what police officers do is from exposure to television and the overpowering movie and streaming products.
At the initial contact, have the prospective officer fill out a basic application on an iPad. This way they feel they are part of the process. You will increase the level of interest.
Once you have applicants, stay in touch. Keep them aware of their step in the process. This may sound insignificant, but when engaging with the applicant, use their first name. Focus on the challenge and the positive impact of police officers in the community. In the recruiting portion of your department’s website, have a page for FAQ’s.
Look back and reach out. There may have been an applicant who dropped off the process. Review applications and reach out to those who did not finish the process.
Being a police officer is a noble undertaking. It’s not for everybody, but it is for some. Always remember what Joseph Wambaugh said in his novel “Hollywood Station”… “Doing good police work is the most fun you will have in your life.” A true statement based on the experience of many.
Peace.
Ken Dye is the author of five books about crime, cops and bad guys in the St. Louis area. He blogs under “Cops Perspective” and has over 20,000 followers. Ken served with the St. Louis County Police Department for 13 years and finished his LE career with the Illinois Criminal Justice Authority as the administrator for the statewide MEG’s and Narcotics Task Forces.
