For most law enforcement agencies, recruiting has been a periodic undertaking for generations. Agency leaders have grown accustomed to prioritizing recruiting for a short period of time, filling open vacancies, and then waiting for the next staffing shortfall to reengage in recruiting initiatives. But converging conditions—increasing turnover, a smaller qualified applicant pool, and heightened competition for talent—dictate that agencies approach recruiting with the same continuing commitment as other essential functions like patrol and investigations. 

This permanent recruiting model includes:

• Accepting applications continuously and conducting year-round testing of interested applicants
• Creating talent pipelines before qualified applicants reach the age of 21
• Incorporating retention surveys into regular internal audits
• Making permanent recruiting and background investigation assignments to streamline the hiring process
• Emulating the military’s historical approach to retention—assuming a significant number of quality hires will leave the profession before reaching retirement age

In this two hour webinar, Attorney Matt Dolan will discuss the logistical adjustments and potential benefits of pivoting to a permanent model of recruiting, with an emphasis on continuous recruiting and defining acceptable rates of officer turnover.