ipl-logo

Examples Of Hiring Memo

1903 Words8 Pages

Hiring Memo:
As you have been made aware (or soon will be), we are in a position where we need to re-evaluate our hiring techniques and tactics for the City Police Officer I position. This is an entry-level position that has a lot of opportunity for growth and development for the right candidate. In our efforts to find the right people for the job(s) we have identified many factors to assist us in doing so and they will be outlined throughout this memo. To begin, we have identified one our main issues surrounding the dismal candidate pool; the lack of available quality candidates in the labor supply versus the demand that we have. With further analyzation of the supply versus demand imbalance we have identified the three main factors …show more content…

Our current workforce is aging and steadily approaching retirement status.
II. The union contract that we have in place has negotiated promotions from within written in to it. This requirement presents us with a greater need to replace our entry-level positions on a more frequent basis.
III. A lack of quality candidates partnered with the poor image of our police department and state in general. Strong candidates want to work for a preferred employer and not feel as if they are wasting their talents in an entry-level position that asks a lot of from them but does not give as much in return. With the potential of high turnover rates, the new hires that we bring in will stay in the entry-level position for more time than they anticipated or terminate their employment due to lack of growth.
Our supply (or lack thereof) of quality candidates is being influenced by the following:
I. The job offers that we currently have available are not attractive to the kinds of candidates that we are seeking. For this reason, they feel pushed to apply in different industries or neighboring states.
II. The out-migration of our state is one of the highest in the nation. People of all ages are moving to pursue lesser expensive ways to educate and support …show more content…

Also, this information will be a great baseline when we look at increasing the numbers of applicants needed should we have more than the anticipated turnover in our current workforce.
Although each of the groups had the least amount of applicants (5 per group) their previous experience and knowledge of the position provided us with the most qualified and viable candidate groups (MP: 3 and OPD: 4).
During the application process we utilized multiple recruitment methods, however, there were a couple of methods that proved to be more effective based on the target audience.
When pursuining the Military Police candidates we found that using online sources such as job posting sites specifically for military personnel and journals for military personnel allowed us to present our positions directly to candidates.
For our candidates who were looking to join us from Other Police Departments we had several options surrounding how to reach them. The two most effective methods turned out to be employee referrals and activites that were held by our police associations and/or unions. The informality of the activites made the candidate feel more at ease to discuss their plans for the future and allowed hiring managers to get more insight on the

Show More
Related
1563 Words | 7 Pages

The department should also set-up a progressive recruitment function that regularly assesses the needs of the department and seeks out highly skilled and motivated individuals to enhance the staffing levels and ensure that the department has adequate personnel to respond to any challenge that is thrown its

Read More
603 Words | 3 Pages

The WPT manual cautioned that overqualified candidates became bored with unchallenging work and soon quit, therefore, indicating that the acceptance of high scoring candidates was not a sound economic practice (2nd). Based on WPT scores, the suggested range for patrol officers should fall between 22 and 29.Taking these factors into

Read More
467 Words | 2 Pages

This memo is to address the current recruitment strategies and employment processes used by Baltimore City’s Fire Department. New recruitment campaign designs will also be discussed in efforts to decrease potential discrimination cases and increase a more diverse pool of candidates. The recruitment practices used prior to the hiring freeze should not be continued. There is also room to argue that the current employment tests and recruitment strategies have had a negative impact on a particular class of applicants.

Read More
2022 Words | 9 Pages

The great Criminal Justice system in this country is comprised of a great many number of agencies that can operate both dependent or independent of each other. However, within each larger agency are divisions that provide supporting roles and sections that each agency is reliant on in order to run smoothly and accomplish its larger goals. The purpose of this assessment is to examine how the City of San Diego Human Resource (HR) section manages to accomplish its goals, while enabling the San Diego Police Department (SDPD) with high quality men and women, to achieve its objectives. In studying how, a single section can influence an entire department, one can better understand the inner workings of a large agency intended to provide a needed service

Read More
571 Words | 3 Pages

As a business analysist and listening during interviews, each stakeholder requested a new or improved idea to effortlessly find the best candidates to be employed within Chesapeake IT Consultants Inc. This technology can fit everyone’s needs with minimal exertion and stress by simply refining the current system and applying an enhanced system. i. CEO - Current employees are available when needed for clients and hiring new employees can be done so in a timely

Read More
675 Words | 3 Pages

Also, Sneeden skills as a Field Training Officer, mentor and role model makes him a valuable asset as a leader. Sneeden was able to articulate the furtherance of the Agency Mission by expressing the importance of forming relationships with the community using methods such as foot and bike patrol. In addition, Sneeden understands the challenges our agency will face in the future and was able to give good ideas such as using social media as a recruiting tool, assign season quality FTO’s and encourage personnel to recruit from within our diverse

Read More
690 Words | 3 Pages

Police Selection Process and Assignments The police selection process is comprehensive, testing an individual’s mental, physical, and intellectual abilities. The following essay will examine and compare the hiring criteria for Arizona Police Officer Standards and Training (AZPOST) and the Avondale Police Department. Required continuing training hours and mandated areas to be certified will be identified, and the role AZOST plays in ensuring standards are met statewide will be explained. An argument will be made as to whether the hiring standards in Phoenix and Avondale, Arizona, should be the same.

Read More
1010 Words | 5 Pages

Schedule and take the written recruitment exam. 3. Pass physical exam. 4. Complete a background investigation.

Read More
1394 Words | 6 Pages

Through this new education requirement, it will produce a higher caliber of officers for departments to hire. My target population will be lawmakers, police officers and the public. My goal is to increase the education requirement for police officers. My objective to achieve this is through writing a policy within Pennsylvania that increases the education levels of police officers. Once the legislation is in place, the effects will begin at the consortium testing for individuals to become police officers.

Read More
777 Words | 4 Pages

MEMORANDUM To: Supervising Attorney - Circuit Attorney’s Office From: Liudmyla Perepelytsia Re: Determination of Charges for Chip Whitehead Date: November 11, 2014 QUESTION PRESENTED This memo addresses the issue of whether a garage can be considered an "inhabitable structure" for the purposes of prosecution of Burglary in the First Degree when the building in question is connected to the inside part of the house only with a door that has been blocked for the past fifteen years? BRIEF ANSWER Yes.

Read More
1565 Words | 7 Pages

On the other hand, this increase in population has put this state in debt. The educational system is suffering from a lack of programs. These immigrants come because they want a chance at a better life. Many other immigrants are refugees, escaping persecution and civil wars in their home country. Coming here to

Read More
1040 Words | 5 Pages

Male officers have also stated negative remarks about female officers who work in Law Enforcement. These barriers have caused female police officers to resign from their positions to avoid any issues and because gender discrimination and the other complaints aren’t taken seriously in Law enforcement. By the females constantly compared to the male police officers has caused stress on them. It’s much harder for woman to advance in Law enforcement than men and when interviewers make their decisions they are more than likely choose men over women. It is important to think critically when dealing with the barriers discussed above because it can be challenging and cause someone to give up and quit.

Read More
1651 Words | 7 Pages

Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed

Read More
3190 Words | 13 Pages

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Read More
1158 Words | 5 Pages

The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a

Read More

More about Examples Of Hiring Memo

Related Topics

Open Document