Problem

The difficulties of recruitment are a well-recognized issue in the public safety community for both police and corrections agencies. In recent years, a shortage of qualified applicants has been identified as a main difficulty. Effective recruitment strategies include a clear vision of the agency’s brand and ideal candidate, as well as community input in what they, as community members, believe is a desirable candidate.

Resources

Articles

Future force: A guide to building the 21st century community corrections workforce

This report stems from a workgroup sponsored by the National Institute of Corrections and is available via the PDF link provided above. Below are a collection of important points that may apply to present and future recruitment practices of the Oregon DOC. Chapter Three, “Recruitment – Looking in the Right Places for the Right People” is specifically of interest.

• Finding new applicants has been reported by approximately 86% of employers as “difficult.”

• The difficulty often lies in the prevalence of organizational models that do not appeal to the newest generation of workers.

• Word of Mouth is one of the most effective recruitment techniques, so a department’s reputation can either be an asset or serious liability.

• Millennials tend to be self-sufficient, self-assured, and more self-focused. This up and coming workforce is looking for jobs that “encompass all of the nonmonetary aspects of the job – flexibility, autonomy, family friendliness, challenge, self-satisfaction, career development, and upward advancement.”

• Consider the “Where” question in regards to finding new applicants:

  • Colleges & Universities
  • High Schools
  • Military/Veterans
  • Social Media

• Consider tracking where applicants were recruited to determine effectiveness of recruitment tactics.

Citation: Stinchcomb, J. B., McCampbell, S. W., & Layman, E. P. (2006). Future force: A guide to building the 21st century community corrections workforce. Center for Innovative Public Policies.

Police recruitment and retention in the Contemporary Urban environment

This is a summary of a National Summit on Police Recruitment and Retention in the Contemporary Urban Environment put on by the COPS office in June 2008. A number of examples are provided regarding recruitment strategies used by agencies around the nation.

• Online:

  • Using the internet to advertise, including a recruitment website that included an online application process and videos on academy life and public safety careers.
  • Regular e-mail on the progress of applications
  • Streamlined application process that cut down on the time from application to hire.
  • When visiting website, users should have no problem figuring out if you are hiring, understand goals, standards, candidate requirements and selection, as well as wages and benefit packages (Recruitment Toolkit)

• School-based:

  • After-school and Summer employment for students interested in police work
  • Post-high school employment as civilian employees
  • Support for college education in exchange for a commitment to the department
  • Partnering with local criminal justice programs

• Retention-Based:

  • “Stay” interviews with current employee to paint a picture of what officers are looking for and what type of candidate would fit in a stay with the department.
  • Identify internal reasons that negatively affect retention and may also work against successful recruitment.

• Agency:

  • Recruitment videos that highlight certain aspects of department culture that may appeal to the population an agency is aiming to attract.
  • Marketing strategies that highlight values that are important to both the department and the candidates.
  • Administering exams used in the application process monthly
  • Offering recruitment bonuses to employees, establishing a department recruiting team

Citation: Wilson, J. M., & Grammich, C. A. (2009). Police recruitment and retention in the Contemporary Urban environment. (In Conference Proceedings). Santa Monica, CA: RAND Corporation.

Online Resources

COPS Recruitment Toolkit

IACP Recruitment Resources

Recruiting and Retaining Female Deputies, Oregon Knowledge Bank Program, Jackson County Sheriff’s Office

Website Recruiting Example