From attracting qualified candidates and telling an authentic agency story to streamlining hiring processes and building long-term career pathways, departments are rethinking how they recruit and retain the next generation of officers. Police Recruitment Week explores how agencies are modernizing recruitment, with practical insights for leaders navigating staffing shortages, community expectations and the realities of building a sustainable workforce.
What the data and the field reveal about where agencies lose candidates and how to keep them
FEATURED CONTENT
A practical, agency-wide framework that turns every sworn and civilian employee into an active recruiting force
Agencies relying on bonuses and short-term tactics may see temporary gains but lasting staffing stability comes from strategies that improve retention, reputation and community trust
A customized childcare model built for law enforcement families aims to improve retention, boost morale and deliver measurable return on investment
Integrating civilians, structured internet sleuth programs, artificial intelligence and regional partnerships may be the key to sustaining clearance rates in the 21st century
Facing staffing shortages and rising complexity, departments like Atlanta are expanding civilian leadership and professional staff roles to stabilize operations, modernize capabilities and relieve pressure on sworn officers
From paperwork to people skills, seasoned cops offer hard-earned advice for the next generation
If you’re losing applicants, stretching hiring timelines or watching academy classes shrink, this guide outlines what agencies are doing to rebuild their staffing pipeline
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Department leaders and experts in the state have cited a negative public view of the profession since 2020 and the long hours the job requires as reasons for the recruitment dip
A bill currently circulating in the state senate would provide more funding to community colleges for public safety training
“We’re their force multipliers, and this is the thanks we get?” said Polk County, Fla. Sheriff Grady Judd; the backlash comes after cops in ICE’s partner agencies received recruiting emails
The program would allow the retirees to keep receiving their full pensions while also earning a salary
The public safety model promises savings and speed — but it’s not a fit for every agency
“Your skills, your experience, and your courage have never been more essential. Together, we must defend the homeland,” DHS Secretary Kristi Noem stated
Eligible recipients include children of active-duty officers and those whose parents suffered a permanent duty-related disability
The proposal is intended to allow patrol officers to be deployed more effectively in the field, according to Albany officials
The new law raises the maximum age at the time of the written exam from 35 to 43, with waivers allowing military veterans to apply at up to 50 years of age
Officers with children under 5 can receive up to $400 monthly through Atlanta Police Foundation-backed subsidy
ABOUT THE SPONSOR: eSOPH by Miller Mendel
With a primary focus of turning past practices used by city, county, state and federal government agencies into modern, efficient, and cost-effective digital solutions, Miller Mendel (MMI) has been creating category-leading systems since 2011.
eSOPH by Miller Mendel is a secure, cloud-based, pre-employment background investigation software system designed specifically for public safety agencies. Used by hundreds of agencies nationwide, eSOPH has been credited with cutting the time it takes to process a pre-employment background investigation by up to 50%, saving agencies significant time, money, and resources without sacrificing investigation quality.
eSOPH by Miller Mendel is a secure, cloud-based, pre-employment background investigation software system designed specifically for public safety agencies. Used by hundreds of agencies nationwide, eSOPH has been credited with cutting the time it takes to process a pre-employment background investigation by up to 50%, saving agencies significant time, money, and resources without sacrificing investigation quality.
How to use recruitment messaging and leverage new technology to attract, hire, onboard and retain top talent