Essay Sample on Police Recruitment: High Potential Candidates Shut Out?

Introduction

Entry-level position to police officers has been very hard regarding recruitment for high potential candidates. There are noted problems in some states in the United States, where skilled and high potential candidates officer do not get their way to the police force (Kalleberg, 2011). However, it has not been the case to other states; position descriptions, work environment, and required knowledge are among some of the things that put candidates out the state. A hypercompetitive business environment needs a sustainable competitive advantage with the intangible asset; intellectual capital, social aspects, and people. A competitive society and organizations supply skilled personnel with knowledge and abilities to give the best services. Police recruitment is not exceptional (Kalleberg, 2011). Therefore there need qualified candidates with abilities to provide the society with maximum security. The crime rate has risen gradually over time, and therefore, there needs a referral plan that would attract more and high potential candidates in the recruitment.

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Internal and External factors influencing demand and supply to Police Forces

The supply and demand of police officers are affected by internal and external problems; the states can mainstream some of the issues while the federal government can cater to others. Cost of living is a national problem that affects many states in the United States in having skilled and high-profile police officers. The supply is reduced by high rates of police income, residence taxes, and properties rates. Many police officers and potential residents have been reported to move south-western and south-eastern US, in search of the low cost of living. The demand for ploce officers has gone high in the USA in a point where the entry-level has been raised to 45 years of age (Bennett et al., 2004). Lower Middle West and Middle East coast in the United States have been known to have a very unpleasant climate which does not favor police officers, especially military police, correctional officers, and security personnel. Finally, salaries have been a problem for many potential candidates since some officers earn higher amounts than the mayor in significant cities.

As per the objectives mentioned earlier; there needs to be a viable applicant pool to provide highly-profile police forces. All the groups in candidature should be added two weeks to contact them and analyze their capabilities. Recruitments methods should be may public and not only through local, states, and regional approaches. Recruitment charges should be lowered by 10% to provide a large pool of potential officers. Due to the crime rates militarization of police officers should be added to the recruitment process. Job affairs, walk-ins, and employees referral are reinforced by online application. Corrections officers and criminal justice graduate should have the same number of police while the other 25 positions should be made to the different target groups. Military police should have and eight other positions, security guards should have ten positions, and other departments should have seven positions. Research shows that crime rates happen at night, and areas where security guards and other police force are posted.

Selection Plan

Selection Methods

For the 25 positions, most attention should be directed to the main affected groups as per the objectives mentioned. Military police should have and 8 new positions, security guards should have ten positions, and other departments should have seven positions (Bennett et al., 2004).

Assessing Candidate Suitability

A candidate should be able to run a minimum of two miles in 20 minutes, pull 75 weight for 50 yards, and; legally work in the USA. Candidates should also have a driver license (cars, motorcycle, and bicycle) in and a high school diploma without any other required or equivalent documents.

Verification Test

There should be two initial verification test that should be made in the recruitment process, which includes physical capacity and educational level. This should apply to all the group in the recruitment process, especially active-duty police officers and security personnel. Both emphasized groups will be contacted after four weeks. All the testing should be summarized with a drug test.

Overall Effectiveness

How a four-methods should be used to tell the effectiveness of the candidate; apart from educational and physical assessment, they should also be interviewed by professional and have a drug test. This is because a high-profile officer should have physical and heathy status. Education is essential to have an officer who is skilled and has added skills to navigate problem and solve social issues.

Conclusion

The proposed recruitments will save money to states and provide better living conditions to the police forces. The main idea is to maximize the number of ploce candidates and motive others to join. Ther would be no excessive payment is made to overtime police officers since police officers are adequately provided and alongside abilities.

References

Kalleberg, A. L. (2011). Good jobs, bad jobs: The rise of polarized and precarious employment systems in the United States, 1970s-2000s. Russell Sage Foundation.

Bennett, W. W., Hess, K. M., Hess, K. M., & Hess, K. M. (2004). Management and supervision in law enforcement. Belmont, CA: Wadsworth/Thomson Learning.