NCJ Number
221449
Journal
Law and Order Volume: 55 Issue: 12 Dated: December 2007 Pages: 55-58
Date Published
December 2007
Length
4 pages
Annotation
This article provides practical advice on how police departments can improve recruiting that reflects the diversity of the community served by a department.
Abstract
Recruiters for a department must be properly trained in effective ways to recruit. If a department cannot afford to have full-time recruiters, a highly motivated officer should be selected for the work, or use part-time personnel who are trained in recruiting and addressing candidates' concerns and questions. The department should consider using a private agency for recruiting and the training of recruiters. The department's Web site should highlight recruiting and provide contact information. The recruitment of minority candidates involves using the same methods as recruiting for any particular demographic group. The key to achieving diversity in recruitment is where the recruiting effort is done, i.e., in places where targeted demographic groups are most likely to be exposed to the recruitment effort. Candidates who respond to recruitment efforts and enter the testing procedure should be treated with courtesy and respect regardless of whether or not they pass the test. Those who do not pass may be offered a mentoring program or be encouraged to consider civilian jobs with the department. In addition to making candidates feel welcome, every effort should be made to speed up the application process. Also, departments should focus on ways to retain personnel once they are hired. This reduces pressure on recruitment efforts and reduces turnover in experienced, qualified officers who are important not only in sustaining the department's high quality of performance but also in providing role models for new recruits.