Some believe that the police hiring process is a mundane and relatively simple process. Advertise, test and before you know it there are new officers. This may have been the way in the past century but a far cry from today’s legal realities. Of course, the old timers will tell of how easy it was for them back in their day. First of all, that ship has sailed of the easy and good old days. A modern department is fraught with many perils in the hiring arena. New chiefs and sheriffs, pay attention and acquaint yourself with the process.
Some departments have a fulltime recruitment staff or have a human resources group to handle this quagmire. Most often within the smaller departments this falls upon staff as a collateral duty that is seasonal or when required. First thing you do is have a full review of the applicable laws that apply in your respective state and then to your respective form of local government. If you have any form of Civil Service, it is a known monster to deal with, so learn it to master it. If you are new at this game, fully review your current policy and procedures with your legal advisor. I would remind you those municipal or county human resources laws are a specific area of law. If the local solicitor is a general practice attorney or appointed for his political affiliations rather than legal prowess, get a second opinion. If your local municipality belongs to a town, city or county statewide association, check with them for they will have suggested guidelines. Most of these leagues or consortiums will have model policy and direction for their members and some offer legal advice. Once you have a policy or procedure that has been updated and blessed, follow it to the letter. Whenever I have been told of policies that have been ‘eased’ to allow someone to get a free pass, there will be legal consequences to follow. One of the core functions of civil service law is to ensure a proper and equitable hiring process for all.
Advertising is a whole new ball of wax. Reconsider the traditional methods of reaching out to the age bracket that you are seeking. Remember the current generation of the preferred age group is far different than my generation back then. I was getting out of the Army in the late 70’s (pre-internet) and there were only a few places to get information. So you made calls, read local newspapers and in my case worked with the transitional office to get back into civilian life. Consider all of the avenues to get the word out that you are advertising. There will be the television/radio ads, the billboards and local advertising today required in the approved advertisement periodical per law. Now, stop and think, who reads the traditional paper anymore? What about those free newspapers that have local restaurant, entertainment scene that are catering to the local college and twenty something crowd? How about an ad here for once?
User friendly is another focus we should gear to. When the application process becomes a torture course, you are going to lose applicants. The generation we are focusing on has grown up in the information age and the cellular phone (Smart and/or Android) is their lifeline. One new product line is PoliceApp ® (www.policeapp.com) and is worth a consideration. Having seen personal successes with this program it sends a resounding message to the focus group you are in the 21st century as compared to others. College and military base job fairs are still good but not as popular as they used to be, stay in tune with all who host a criminal justice program, a police academy or emergency management programs. I have even seen some departments reach out at high school fairs as well. Although the students may be three years away from hiring, you set the seed for the future. Most important is that you can prepare them for ‘the bridge years’. Everyone is nice and good up to 18 and off to college. When they are a college graduate and apply some four years later seems that some ‘things’ may have occurred. One spring break in Panama City with some police contacts can ruin your employment future. What they consider a ‘youthful misadventure’ we call a disqualifier. The bridge from high school graduation to job applications can be a treacherous bridge to travel.
One of the best efforts for enhancing positive recruitment is engaging your staff. They know the officer that they are looking for to work with, encourage them to recruit. Make sure all of the staff has basic information (FAQs regarding requirements and pay). Have handouts available and brief them on the steps to get the person to the right place. Salesmanship comes from within, if a line officer likes the place and speaks well of it, then it is a department to consider. Be up front with all requirements of the job. The last thing you want is to withhold and when it comes out as an obstacle or disqualifier prepare for discontent. So it is one disqualified applicant you say? Wait until they spread the word of venom on your department to their friends. Be honest and up front right away, don’t jack them around. Examples of common disqualifiers that you need to be transparent on are recent recreational/illegal drug use, tobacco use, tattoo & piercing policy, credit history, driving history, criminal activity and gang affiliations.
The medical and physical requirements need to be posted as well. One thing I have noted is the lack of physical readiness of some recent applicants. One needs to be training if you are seeking a job, you can’t prepare in a week or so. There are some departments that offer practice sessions to applicants as well.
I have not even begun to cover about recruitment, more will be forthcoming. This is one of the most valuable investments that you will make. If recruitment is done poorly the department will pay sooner or later. If you perform slipshod process and hire the wrong person, this will be a twenty year mistake.
