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
COMPLETE COVERAGE
“It is time to...create a healthy agency where its members have time to connect with the community and focus on effective crime reduction strategies,” Portland Chief Bob Day said
LAPD officials reported a 53% rise in applications from 2022 to 2024; however, background checks have decreased by 10%, and psychological evaluations are down 9%
From rookie to veteran, maintaining excellence in law enforcement requires commitment, resilience and the unwavering goal to be a great officer
Under the proposed program, Irwin Police officers will receive a $2,500 bonus upon joining, with another $2,500 awarded if they remain with the department for two years
Integrating emotional intelligence into the recruitment process helps select candidates who are not only technically proficient but also emotionally prepared to serve their communities with empathy and resilience
The alleged hazing practices include officers being required to shave their heads, wear long-sleeved uniforms in hot weather or being forbidden from speaking unless spoken to
The latest class to graduate produced seven officers from the 25 cadets who enrolled
The agreement, if approved, a starting salary of $70,000 for New Haven officers, up from $50,745
Consider promoting the less advertised aspects of policing instead of just the “run and gun” components
The plan includes increasing retention pay, purchasing and authorizing take-home cruisers for officers and hiring part-time reserve officers
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