It is no secret that there is a severe shortage of police officers across the country. The crisis has reached a point where 86% of police agencies have reported understaffing. It’s time to examine one of the internal issues contributing to this crisis: lack of accountability. The good news is that your process is likely working exactly the way it’s designed. The bad news: Your process is working exactly the way it’s designed. With responsibility diffused between different departments (law enforcement, civil service, human resources, etc.), no one is ultimately responsible for actual hiring.
I recently watched a city council meeting in a major US city. On the agenda was the status of police recruiting. I intently listened as the chair of Civil Service excitedly announced a 20% increase in Year-over-Year police applications. Then it was the head of HR’s turn, and they spoke enthusiastically on the high number of candidates forwarded to the Police Department for background checks. Then it was the police department’s turn to proudly proclaim the improvements made to the process and how much time and money they were saving. But here is the problem: No one said how many were being hired, and no one ever asked. In this particular city, the actual numbers (omitted from the city council meeting) are over 2,000 applicants, just under 150 qualified candidates sent to background checks, and only 52 actual officers hired, missing the hiring goal by nearly 100 officers.
The lack of accountability, which has hindered recruiting for decades, has been tied directly to negative consequences for the existing officers. An increasing number of agencies are relying on mandatory overtime to address understaffing. Fewer officers mean more stress, less work-life balance, lower morale, and higher turnover. Not being fully staffed can lead to fewer specialized roles and training opportunities. In one major city, there are currently 400 detectives assigned to patrol duties. The lack of ownership is the number one issue in police hiring today. When I speak with leaders, I ask one simple question: Who is responsible for ensuring that the hiring goal is met? I have yet to receive a name from anyone. They immediately speak about who is involved, but never who is ultimately responsible.
When no one is accountable for the recruiting department’s overall effectiveness, it leads to hiring delays, negative candidate experience, and a lack of engagement throughout the process. Candidates feel undervalued and walk away from an already long, arduous hiring path, leaving the organization with a smaller pool of qualified applicants. If your hiring process is less than optimal, it will damage your department’s recruiting reputation, making it harder to attract top talent in the future. Creating that sense of ownership within the recruiting process is crucial for efficiency, effectiveness, and hiring more officers.
Talent Acquisition and recruiting is a multi faceted science. Let us help you build a recruiting program that empowers your team to build your next generation force. First, we clearly define roles and responsibilities for each stage of the hiring process. Second, we develop a set of clear metrics for each step, outlining expected response times and actions. This ensures timely progress and prevents bottlenecks. Third, we show you how to track progress and provide transparency into the process for all candidates and stakeholders. All of this establishes a culture of accountability by regularly reviewing performance metrics, providing feedback, and recognizing individuals who consistently meet or exceed expectations. By implementing these strategies, departments can create a recruiting process where everyone is responsible and accountable, leading to a more efficient and positive experience for all, and ensuring more applicants complete the process and become hired.
The challenges facing police recruiting are significant but not insurmountable. Contact us today to reimagine your recruiting programs to not only improve the number and quality of candidates but, more importantly, how many officers you hire into your agency.