Recruiting to meet your agency's standards
There seems to be an increasing number of complaints that we have “lowered the standards” required to become a police officer. When someone says this to me and I ask for specifics, I’m told that “people who admit to having used drugs” or who have “arrest records” are now accepted into the candidate pool to become municipal and state police officers. This may be correct, but doesn’t portray an accurate picture.
It’s becoming more and more difficult to find applicants who have not at one time in their lives tried marijuana. Some departments do allow candidates who admit to having experimented with marijuana (but have not been arrested for possession or the sale of it) several years prior to applying for the job. Those candidates must submit an application and take the written part of the exam. However, even if the candidate were to score high enough on the written exam he or she would still have to participate in the rest of the process — a medical exam, physical agility test, psychological test, background investigation, oral test, and chief’s interview.
The vast majority of our readers on PoliceOne are already law enforcement officers, so you may be wondering why you (or your union/association) should seek input into your town or city police entry level selection process. Here are some reasons you should be concerned:
I know of no department that accepts candidates who have used cocaine or heroin. But should a 22-year-old candidate who admitted to smoking a marijuana cigarette at age 16 be eliminated from the process? Maybe, but that’s what the selection process is all about — to “weigh the pros and cons” of each candidate against a standard.
Should a breach of peace, disorderly conduct, or a couple of speeding arrest automatically eliminate what otherwise would be an excellent candidate from becoming one of us? Once again, it depends on the circumstances surrounding the arrest and the length of time since the matter occurred. In my opinion it should be left to the background investigation team to make a recommendation relative to whether the candidate is viable or not.
Another controversial issue is the recruitment of minority candidates to become police officers. Should a department actually state in it’s advertising for applicants: “We are actively recruiting” qualified African American, Hispanic, and female candidates? Why not? Isn’t the department supposed to reflect the racial and gender make up of the community it serves?
I deal with departments all the time that serve large African American and Hispanic populations, yet have few (if any) ranking members who are of a minority group. Most tell me they can’t do much about the past, but want to attract large numbers of minorities at entry level in order to have sufficient numbers of minority candidates entering the promotional pool. So, the recruitment of qualified applicants may be the key to a department’s staffing and selection needs.
Here are some ideas on how to set up a viable recruitment program that will enable you to fill your ranks with great candidates who meet your agency’s standards.
These are just a few ideas. I would be interested in receiving feedback from PoliceOne readers relative to how your department goes about recruiting.
This is the first in a two-part series on recruiting and selecting candidates for the position of police officer. My next article will deal with how to develop an examination process for police entry level applicants.
Be safe out there!
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