Police departments are finding it increasingly difficult to hire and keep officers and other personnel. Though several factors contribute to this, one of the most common reasons is the public’s overall perception of law enforcement. Departments can change this outlook by being transparent, positive and reaching out to the community as well as utilizing recruiting tactics that are easy and effective.
Time, money and the public eye
Lubbock Independent School District Police Department (Texas) Chief Jody Scifres says one reason that may be keeping people from applying is due to the use of body-worn cameras. The use of body-worn cameras is a safety aide for officers, however, to new patrolmen it could be a deterrent. Since video footage is often viewed by the public, potential officers may find it intimidating to be subject to scrutiny of their actions.
Another factor often difficult to get around is the fact that police work is hard work with lower pay. “With the economy and low unemployment rate law enforcement is a difficult sell to the workforce,” says Scifres. Agencies may overcome this by looking for possible grants that are issued for hiring purposes. This information may easily be found on the Department of Justice website.
Larger agencies such as the Lubbock Police Department (LPD) have also found that salary plays a major role in potential applicants. Sergeant Corey Nunley of LPD says older applicants or those looking to transfer may find coming to their agency may require a pay cut. However, for newer recruits, the starting pay offered is much better than other places of employment.
Just as other agencies have confirmed, LPD has faced difficulty in public misinterpretation. Nunley says people often perceive that police work is parallel to law enforcement-themed television shows. “They may have a perceived negative past experience with law enforcement that influences how they view the career,” he says.
Over the past few years law enforcement agencies have been battling the negative image that has been perceived in the public eye. This has greatly affected the hiring process, making it difficult to recruit new patrolmen in particular.
Administrative Captain Stephen Hinkle of the Texas Tech Police Department says there is a negative stigma with police officers and the trust and relationship they have with their communities. “Law enforcement agencies across the country typically do not have a high starting salary and pay increases for agencies is almost non-existent in most places, which makes retention just as hard as recruiting,” says Hinkle. This is a problem small agencies in particular face.
Other trouble spots small agencies run into is the lack of variety within their department. Texas Tech PD does not have specific units such as SWAT, K-9 or other specialty squads. “We have to come up with ways to recruit and retain officers,” says Hinkle.
Nunley says the most common issue experienced is that many people are inundated by the negative coverage of law enforcement and they simply do not want to face the constant scrutiny that officers face each day. In some cases applicants turn down the option of becoming a police officer based on the fact they are afraid of not being liked.
On top of it all, Nunley says other applicants desire to skip the “street cop” job and go straight to being a detective. Nunley says this appears to be strongly influenced by pop culture and a misunderstanding of what the job truly entails.
Despite hiring and retention difficulties, these agencies are using a few tactics to gain the interest of potential applicants and get the right candidates in the door.
Bypassing non-potentials
Recent technology has made it easier for departments to filter applicants that may not be suitable for hire. The software called Recruiters Box allows employers to create custom profiles on candidates and easily track the progress of the hiring process. The system allows an applicant profile to be made, making it easy for employers to track and follow up on progress. Applicant documents are easy to access and filed in a way that employers can take a detailed look at resumes and overall job experience. Additionally, there is a feature that allows employers to post their job opening on several online boards and add a detailed description regarding job duties and requirements. Having the ability to easily reach as many applicants as possible is an excellent tool for law enforcement agencies.
Police departments must take into consideration the integrity and honesty of a potential hire. The majority of law enforcement agencies use testing methods such as Voice Stress Analysis (VSA) or polygraphs to aid them in the interviewing process, which help to qualify or disqualify applicants. Both tests are accurate ways to reveal the level of integrity a potential employee may have.
“The best way to weed out applicants is also the best way to recruit quality applicants,” says Nunley. LPD has found that time spent face-to-face with an applicant is the best way to determine if law enforcement is a good career choice. Determining someone’s personality based on body language and conversation is best conducted one-on-one. “Some recruiters who work this way are able guide applicants to the most appropriate career path that gives them and the law enforcement agency the best chance for success.”
It’s also important to understand characteristics of long-time officers. There are, in fact, commonalities that may be found in the officers who end up staying. For example, individuals who are able to withstand adversity, and are able to face challenges without getting discouraged are ideal for this profession. Motivation and a drive to excel are equally important.
Scifres says perseverance is a characteristic instilled in a person going in to the job and is not simply taught. “Law enforcement is a noble profession,” says Scifres. It is crucial to have a solid work ethic, integrity and honor. Successful officers must find ways to withstand influences from outside influences that are negative. “Without that foundation, it is difficult to be successful in law enforcement.”
Recruitment tactics
One recruitment tactic many agencies are implementing is bringing a positive image of police work to the public. Community involvement such as citizen’s academies, coffee with a cop and similar endeavors help society understand the nature of the job. Scifres says each community is different, yet having multiple approaches for recruitment is the best route to follow. Schools are an excellent place to begin community outreach and recruitment. “Building good relationships with students who may be interested in law enforcement may help with recruiting,” says Scifres.
Agencies within small communities or schools should also look outside of their jurisdiction for recruitment opportunities. Thinking outside of the box and expanding the network for recruiting is an excellent way to reach a larger pool that may have a variety of applicants. Hinkle says agencies can make trips and advertise throughout their state and other states to help.
Large, urban law enforcement agencies such as the Lubbock PD may implement large-scaled plans. LPD often hand-picks their potential employees. “Three years ago the Lubbock PD formed a recruiting squad and abandoned large scale ‘blast media’ recruiting in favor of following leads and personally seeking out applicants,” says Nunley of LPD. Going about potential hires this way allowed the agency to fill their ranks within record time. In addition, the department was able to field several large academy classes back to back. Nunley says this endeavor did require an investment in manpower since recruitment was done one-on-one. “We recruited very heavily within 100 miles of Lubbock and had recruiters on the road visiting and searching out applicants every work day.” The result was successful and accelerated the amount of time they were able to meet their employment goals. Nunley says the department grew in less than three years and added ten new positions.
Not one method fits all
When it comes to hiring and retaining LE personnel, agencies should make it a point to highlight the good qualities they have to offer to those applying. Reach out to surrounding counties and states to increase chances for finding potential personnel and interview in person, using lie detecting methods to make it easier to filter through potential applicants.
Finally, word of mouth remains an effective way to recruit good employees. Hand-picking people based on their track record and reputation may prove well for personnel retention.
About the Author
Hilary Romig is currently a Crime Scene Investigator and Evidence Technician at the Ruidoso Police Department (N.M.). She has written for several public safety publications and has extensive law enforcement training.
