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
Fort Worth PD recruitment campaign sparks conversation about what ‘support’ really means to police officers
The deal includes a 2% pay raise, gym access, workout time during shifts and performance evaluations aimed at enhancing transparency and accountability
Former wide receiver Laveranues Coles joins a group of nine former NFL players who serve at the Jacksonville Sheriff’s Office, including former linebacker Jeff Kopp, now a detective
Utah Valley University is in the process of hiring eight more campus police officers and two new safety managers who will help coordinate security for future events on campus
From staffing to stress, supervisors face it all — share the toughest challenge your frontline leaders are navigating right now
Departments that remove barriers and invest in women officers are finding measurable gains in recruitment, retention and community trust
Staffing shortages and burnout cut deepest when agencies neglect their people; leaders who prioritize wellness and mentorship protect both officers and mission
When readiness lives on paper instead of in practice, cracks show fast — from officer burnout to missed warning signs
Mayor Eric Adams has allotted $17.8 million this fiscal year for NYPD hiring; the funding will increase to $318.5 million by 2029 under the proposal, which aims to hire more than 5,000 officers
An evidence-based analysis of how scheduling models influence officer fatigue, morale, efficiency and coverage
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