The Cost of Bad Hire
Posted on by PoliceApp.com
Law Enforcement consistently highlights the challenge of recruiting, selecting, and retaining sworn personnel. This task has become notably more arduous in given years. Amidst community pressures, demands, and heightened expectations, attracting individuals willing to embark on and commit to this profession has become quite the endeavor.
Financial considerations loom large, with the standard expenditure for recruiting, hiring, outfitting, and fully training a police officer surpassing $100,000.00 and extending up to eighteen months from initial application to autonomous function. It typically takes a law enforcement agency three to five years of service from an officer to offset this initial investment. Now is not the time to waste money or resources on a bad hire.
*How To: PoliceApp.com offers a tiered application approach. First, applicants can complete an initial screening application. Built in self selection tools help applicants determine if they qualify for the job as they complete the applications. This approach helps improve the quality of your applicants by discouraging individuals who do not meet your pre-requisites. Department flagging allows agencies to quickly screen submitted applications by providing feedback based on how applicants answered key questions.
Every police leader seeks potential candidates that possess an optimal blend of traits, including level-headedness, exceptional communication skills, and a genuine commitment to public service. However, these qualities are not exclusive to law enforcement and are fiercely sought after across various sectors. Competition for talent is intense, with anecdotes abound of recruits being enticed away during the hiring process or shortly after joining. Skilled, competent, and professional officers are invaluable assets, susceptible to recruitment by other organizations if job satisfaction and a sense of belonging aren't cultivated within their current agency.
*How to: Emphasize the department's goals, values, mission and culture through PoliceApp’s department showcase feature. This is a great way to communicate to potential applicants what is not only expected of them, but what they can expect from your agency.
Recruiting and retaining talent may only get more difficult. Targeting, recruiting, hiring, and retaining sworn law enforcement officers who possess skill sets geared toward your department and community has become paramount for success.
References:
Barlow, G. (2017, April 7). Law Enforcement Hiring Practices: Common Excuses. Lexipol. https://www.lexipol.com/resources/blog/overcoming-the-most-common-excuse-for-poor-law-enforcement-hiring/
dev@wilmingtondesignco.com. (2022, January 17). Negligent Hiring Liability for Law Enforcement in 2022. Dolan. https://www.dolanconsultinggroup.com/news/negligent-hiring-liability-for-law-enforcement-in-2022/