September 5-7, 2018 St. Pete Beach, Florida. Building Tomorrow s Leaders Today. Recruitment for the 21st Century. Lieutenant Billie Taylor

Transcription

1 LEADERSHIP SUMMIT September 5-7, 2018 St. Pete Beach, Florida Building Tomorrow s Leaders Today Recruitment for the 21st Century Lieutenant Billie Taylor Lakeland (FL) Police Department

2 Recruitment for the 21 st Century Lieutenant Billie Taylor

3 Session Goal Set goals to help produce a successful recruitment plan. Emerging trends and best practices in recruiting. Insights into attracting diverse candidates. Younger generations what do they want?

4 Recruitment Plan Department Overview Equal Employment Opportunity Agency Sworn Demographics Projected Hiring Needs* Recruitment Objective Plan of Action Plan Administration Evaluation and Analysis

5 Recruitment Plan Over and above the analysis: Recruitment Source Potency Candidate Satisfaction

6 National Survey In 2010, RAND Corporation conducted a national survey of police departments with over 300 officers. 107 agencies responded to the survey. The survey collected data on the practices of recruiting.

7 National Survey The greatest difficulty reported by agencies was filling vacancies and the and lack of qualified applicants. Another area of difficulty was the amount of time between receiving an application and the offer of employment.

8 National Survey Incentives Nearly every agency reported using some type of incentive in recruitment. 95 % uniform allowance 73% tuition reimbursement 56% salary increase for a college degree

9 National Survey Incentives The study claimed only TWO areas had a significant effect on recruiting officers. Compensation Size of the City

10 National Survey Recruiting Methods 94 % use Career Fairs 89% use Internet 81% use Newspaper 79% Community Organizations 75% Community Outreach 71% wait for office walk-ins

11 EEOC s Taskforce Report Some barriers to recruitment in the private sector were: Not knowing where to recruit Failing to advertise widely Recruitment practices that fail to seek all qualified applicants Reliance on word of mouth Having a limited pool of qualified persons

12 Best Practice

13 Staffing Analysis How many officers are required? How many will retire over the next 18 months? How many left the agency in the last 36 months? (helps estimate attrition)

14 Identify Core Values The core values establish the standard for evaluating the recruitment and selection of employees.

15 Develop an Employer Brand First, identify what candidate s desire. Next, clarify the agency s unique characteristics. The employer brand should communicate what a departments strengths are.

16 Employer Brand

17 Recruiter Selection Best of the best Highly sought after position Hold recruiters accountable to performance standards

18 Employee Referral System Every member should have training on hiring policy, procedures and minimum qualifications. The referring member is more likely to act as a mentor. Should offer some form of bonus (these vary) days off, ipad, flat screen, cash.

19 Recruitment Techniques

20 Job Finder Jobvite Monster Facebook Snapchat LinkedIn IACP Police Link Police One Internet

21 Newspaper/Media Show positive activity!! Include in stories that applications are being accepted.

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23 Former Officers Hire them back or use them to recruit. They already understand department culture and minimum qualifications. The time it takes to train them is minimal.

24 Viral Recruitment Supply recruits with several copies of recruiting material for friends. Ask them to list others looking for employment. Buddy system hiring.

25 Career Fairs Very little success Know about other openings (PSA, Dispatch) Branch these out to events (Hispanic Festival etc.)

26 Religious Organizations Establish good relationships between recruiters and religious organizations in the community.

27 Emerging Trends

28 Emerging Trends Companies are turning to different, more creative recruiting methods. Sign on bonus Pet insurance Summer dress code Free tattoos A year s worth of free beer!!! Fun work environment C-mart

29 What we Market Shift differential Merit increases Tuition reimbursement Advanced Technology Free Uniforms/weapons etc.. Off-duty Employment Supportive unions Health Insurance Take-home cars

30 Mobile Recruitment Only 13% of companies report using mobile recruitment. 70% candidates report visiting employers websites via mobile devices. 50% of candidates use their cell phones to apply for open positions.

31 Social Media Consult available data! 65% of people surveyed use Facebook to search for positions; yet LinkedIn is utilized more by recruiters.

32 Developmental Programs Internships Explorers Community Service **Summer High School Academy

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34 Selling Aspects Improve the selling capabilities of our recruiters Sell aspects of the job. Teach stronger selling skills. Give survey to new hires to help improve sales strategy.

35 Attracting Diverse Candidates How many are testing and how to find them Specific recruiting Community Organizations Relocating Childcare Mentors Recruit me by using people that look like me

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38 Attracting Diverse Candidates Review outdated hiring policies/qualifications.be progressive or behind the ball. Update the application process.

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40 Questions?