It’s no surprise or secret that law enforcement agencies across the U.S. have trouble filling vacancies with qualified candidates. Some agencies such as the New Mexico State Police (NMSP) are combatting this issue through the use of marketing strategies, including targeted marketing. Through video, imagery and storytelling they show potential candidates what it’s like to work for NMSP. Captain Jesse Williams of NMSP told Officer.com earlier this year that he has seen benefits in using targeted marketing; the campaigns are attracting the right kinds of candidates who are better educated about what to expect. (Read "New Mexico Agency Focuses On Engagement Techniques To Boost Recruitment" at Officer.com/21035631.)
By establishing law enforcement-focused programs and education opportunities for kids, teens and young adults, agencies expose the next generation of workers to life as a public safety employee – that it’s a viable and worthy career.
Other agencies are loosening appearance and grooming rules to appeal to candidates. The Columbus Police Department (Ind.) is among many agencies that began allowing officers to have beards and visible tattoos last year. While that might not seem like a big deal to some, for the millennial candidate it can matter a great deal. (Check out Officer.com/21044808 for a police chief’s reply to a letter from a millennial officer.)
In 2017, the Law Enforcement Immigration Task Force released a white paper making the case why lawful permanent residents should qualify for law enforcement positions. The document notes, “For many departments, a promising pool of recruits is available but untapped: lawful permanent residents (LPRs). Most jurisdictions maintain a requirement that law enforcement officers be U.S. citizens, but lifting the citizenship requirement can allow departments to access a diverse, talented, hardworking, legally present, and patriotic pool of LPR recruits.”
Although recruiting and retaining top talent is a current challenge for many law enforcement agencies, those that begin to engage the younger generation in law enforcement education might see a shift when these youth begin looking for work in a number of years. By establishing law enforcement-focused programs and education opportunities for kids, teens and young adults, agencies expose the next generation of workers to life as a public safety employee – that it’s a viable and worthy career.
Some agencies are already hosting such programs:
- The Springfield Police Department (Ill.) holds a Junior Police Academy and Teen Police Academy in which local children and teens are encouraged to learn about policing through hands-on activities and classroom learning.
- In Topeka, Kan., a new public school program will allow juniors and seniors at the Topeka Center for Advanced Learning and Careers (TCALC) to take classes on various law enforcement topics. The classes will be taught by a Topeka police officer, according to KSNT.
- In Dallas, Texas, law enforcement created the Dallas Police Explorer Program in which young people ages 14 to 21 with an interest in law enforcement can learn about the profession. The goal of the program, “offers a safe place to learn law enforcement techniques, as well as leadership skills, to help our youth avoid negative behaviors that would otherwise limit their future options. Since its inception over 40 years ago, over 200 Dallas Police Explorers have gone on to careers in law enforcement – most of them with DPD.”
- In Virginia, a new non-profit cadet program prepares youth, ages 14 to 21, for careers in public safety. The Public Safety Cadets (PSC) organization aims to, “mentor, train and prepare young men and women for a career in law enforcement, fire-rescue or emergency medical services.” Learn more about the organization at publicsafetycadets.org.
What has worked for your agency when it comes to recruitment? What hasn't? Comment below or share your experience with us at [email protected].
Stay safe.
Adrienne
