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Recruitment In Juicing

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Recruitment and retaining young officers in law enforcement has become one of the most challenging internal issue within many police department throughout the United States. Majority of these law enforcement agencies will tell you that some of their biggest issues are recruiting and retaining sworn law enforcement officers. With that said, because of the current nature of policing in today’s society, recruiting younger law enforcement officers is more stressful and difficult than ever. In fact, majority of these law enforcement agencies are under sheer pressure because of the demands and expectations of the general public. Therefore, many law enforcement organizations are struggling to find potential candidates who are willing to step up …show more content…

While many law enforcement agencies are evaluating young potential candidates that will help build and strengthen their agencies, many of these young candidates are assessing potential police departments and the officers that are currently employed with them. Consequently, the younger generation is looking for incentives like a take home car programs, overtime, better salaries, longevity bonus every five years of service, paid general leave, more paid holidays per year, educational tuition reimbursement and most of all, bilingual compensation of 10% or more. For example, “It’s not uncommon for new police officers, 21 or 22 years old, fresh out of college to leave an agency for a raise of $500 or a take-home car or better equipment, and that’s something that we really haven’t seen in the history of policing,” said Ryan Alphin, executive director of the S.C. Law Enforcement Officers’ Association and the S.C. Police Chiefs Association (UpTown , …show more content…

This approach seems to be more effective because the officers will most likely maintain their employment with your agency overtime • Make sure the new candidates understand the police department mission, goals and the required physical appearance of potential police officers • Because the younger generation is fueled by our media driven society, law enforcement agencies should exploit your agency achievements through social media websites like Facebook, Twitter, Instagram • Multiculturalism is very essential. By establishing the importance of diversity in your agency recruiting mission, this will demonstrate how strongly an agency is committed to the values of multiculturalism within their communities. For example, “View diversity recruitment from a holistic perspective in terms of community relations, rather than an isolated, independent action (O’BRIEN, April 2006).” • Exploit your agency’s characteristics and vision because this will allow your agency to recruit potential

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Many departments are considering to raise their age requirements in order to hire a mature applicatant that have a better knowledge on life, which become a possibly a better officer (Chappell, 2008). Local law enforcement officers focused on protecting citizens and property within their coummity, however, federal agents are mandated to investigative recent crimes and collect activities. Federal Bureau of Investigation deveoped a virtual reality training that allows new recurits to grasp an understanding on real life situations such as bank robbery and kidnapping based on tactical skills. Police Academy conduct a field training, which recurits are more likely paired with trainee officer in order to grasp a better knowledge on routine

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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.

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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

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One of the challenges includes job responsibilities and expectations. The law enforcement community and officers may have varying responsibilities when it comes to their jobs, missions as well as professional cultures with varying expectations in regards to the definition of bullying, what constitutes suitable response4s to bullying and the ways it can be prevented. Law enforcement officers and school personnel’s more often operate according to various rules. For instance, school officials have a set of school rules and codes to enforce while law enforcement officers must at all times uphold the law. Another challenge is negative perception.

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