Report on Police Recruitment and Selection Plan

Report on Police Recruitment and Selection Plan

An understaffed police department draws the attention of a new mayor who promises to lower the crime rate in the City. An initial referral plan to counter this challenge failed to have officers working overtime to help to eradicate the increasing crime in the City. This report aims to explore how the City can hire 25 new police officers by using ideal recruitment and selection plans. THIS IS A SAMPLE ORDER YOUR PAPER NOW

Factors influencing Labor Demand

Salary or Wage Rates

There are very many variables that influence the hiring of individuals in an organization but the one that stands out is the salary or the wage rate. Demand for labor and salary have an inverse relationship, which every institution has to consider (Dustmann & Glitz, 2015).  An organization hiring costs will be high when there are high wage rates. However, the cost of labor is cheaper when the salaries are low. The Police Department engaged in a referral program where the employees who invited successful candidates earned up to $1500 in compensation. The disbursement of the compensation was in three phases so as not to stretch the budget of the institution, however, this venture was expensive. The two and fifty dollars was disbursed to an. employee when the candidate accepts the job.  Another $250 payment following an officers’ triumphant completion of a 12-week training in a police academy.  A thousand dollars, which is the last of the disbursement following the police officer’s one-year of service.  As predicted by the compensation patterns, it is evident that the City was not offering favorable salaries to the police officers.

Demand for the Service

Some parts of the northeastern region have been insecure for a number of years. The new municipal administration promised to make the streets safe for the residents.  However, the number of the police officers was still low even after the referral plan’s implementation. The event led police officers working overtime just to keep the streets safe and in return earn increased amounts in salaries. When the demand for service is high the need for labor also increases (Ollivierre et al. 2018). Some parts of northeastern America are not safe and the situation needs to be contained. The option left is to hire more police officers to counter the eventuality.


Technology helps in the decrease of labor demand in specific areas, especially the ones which require repetitive tasks (Ollivierre et al. 2018). Police patrol cannot be automated; instead, they can be supplemented by surveillance cameras. Some parts of the City streets lack or have hitched CCTV cameras.  The challenge makes it difficult for the City surveillance. The City is in dire need of new police officers to patrol the area to keep it safe. The city would have been a lot safer if the police department were not poor as stated in the referral plan. Consequently, hiring more officers would be the ideal solution to physically patrol and make the streets safe.

Factors influencing Labor Supply

Wage Rate

A day has 24 hours. More working hours means shorter leisure hours and vice versa. Therefore, when an individual decides to supply labor, the employee demands leisure time too. In a scenario where there is a pay rise, employees buy their leisure time sacrificing hourly wages (Dustmann & Glitz, 2015). Therefore, wage rate costs leisure.  When salaries rise leisure seems expensive and this gives an employee the drive to work harder. When the referral plan flopped, the existing officers had an entitlement to working overtime.  Most of the officers committed to working extra hours as they sacrificed their leisure time.

Barriers to Entry

Barriers to entry decrease the labor supply. More often than not, organizations have their conditions of people with certain skills or accreditation to apply for their vacancies. The referral plan had existing officers recruiting not just anyone but security experts. The new officers had to go for a training that went for almost a year. Most of them fell out, a proof that the referral plan failed. Therefore barriers to entry undermine labor supply in different ways.

Net Advantages of Work

Both monetary and non-monetary benefits influence the labor supply. The monetary ones would include salary and performance appraisals, bonuses, paid leave and perhaps insurance entitlements (Dustmann & Glitz, 2015). Nonetheless, some are non-monetary advantages like job security, provision of vehicles and houses, and a great working environment.  These privileges enable the employees to work an extra mile. The police department offered the existing officers an overtime payment. The provision made the officers and City to supply more labor since there was extra money made. Moreover, when implementing using the referral method, every officer had an entitlement to $1500 for every successful recruit. The aforementioned benefits motivated the officers and made them create more employment opportunities since they could refer employees for a reward.

 Recruitment Plan

Recruitment Objectives

  • To increase the number of the police officers in the department, which is currently understaffed.
  • Increase the number of female officers in the department with an aim of promoting equality.
  • To increase service delivery to the residents of the city particularly to the high crime areas by deploying more patrol officers.

Recruitment Strategy

The police department will welcome an applicant pool that comprises of 50 people. These individuals will from all sectors of security in the country namely, Criminal Justice Graduate Military police, Security Guard, Corrections officers, and other Police Departments. The Military police and Active-duty police officers would be ideal for this recruitment.  The two groups have experience in fieldwork on matters of security. Moreover, the police department is on the verge of seeking new patrol officers to reduce city crimes. The Military police and Active-duty police officers candidates have experience with guns and have been involved in violent situations as opposed other individuals. The police department will use electronic job posting to reach out to the interested parties. Different organizations have websites these days and it is only ideal to use them as a platform for advertisement. The department will also use the Newspapers in putting up advertisements. Most of the organizations have a provision of newspapers access to their employees making it easier for the interested parties to view the vacancies.

 Selection Plan

Selection Methods

The police department will be keen on assessing the potential police officers mental requirement. The applicants must have a high school diploma as a minimum requirement or an equivalent to be eligible in the selection. The police department will equally be strict on the residency requirement. The provision will make it easier for the officers to operate in the area given that they are familiar with the environs and the languages in the city. Lastly, the police department will be keen on the character requirement. The applicants should not have any criminal record involving the use of illegal drugs. Public offices need to employ officers whom the residents can trust and hence, making the character requirement an integral part of the selection process.

Selection Tests

The police department will employ oral interviews to all the applicants. The interviewer will have a questionnaire with an array of questions that question the integrity of the applicant.  The police department will also run an arrest record to the applicants. The department will take fingers prints of the interested parties just to be certain that they have no criminal records. The test will enable the police department to hire the individual who is morally upright and can serve the city by observing human dignity. THIS IS A SAMPLE ORDER YOUR PAPER NOW

Background Checks

The community inquiry is a method where the applicants are issued with a questionnaire to state their background information. The information is later handed over to an investigative officer who will validate the information given by the applicant. All applicants will go through a drug test from the police department’s medical team to ascertain whether they abuse or they have abused any substance before. Any drug element found in any applicant will lead to a direct disqualification unless justified that it had been taken as a result of medic prescription. All these checks will be done following the applicant’s provision of information.

Evaluating Recruitments and Selection plans

The police department will develop an organization chart describing the job position solely for the applicants to subscribe to the terms they meet. The police department will come up with goals for the employee’s management. Goals on salaries, insurance, and bonuses with help in enhancing the labor supply. Interview all the applicants on how they got to know of the job vacancy and rate which method was most effective. Lastly, the police department will examine the turnover of its staff both qualitatively and quantitatively. The provision will allow the department to manage workforce diversity and applicants’ job expectation issues.


Salary or wage rates, demand for the service, and technology affect the labor demand in the City’s police department.  Net advantages of work, barriers to entry and wage rate influence the labor supply in the City. The recruitment and the selection plans suggested in the report will help the city in the process of recruiting new 25 police officers. Therefore, the report recommends that the City should adopt this recruitment and selection since it is comprehensive enough to address all the recruitment challenges that it has been facing over time.


Dustmann, C., & Glitz, A. (2015). How do industries and firms respond to changes in local labor supply? Journal of Labor Economics33(3), 711-750.

Ollivierre, R., Carter, D., Younge, L., Guerrero, D., Robles, D., & Adams, M. (2018). On-Demand Labor: Tactics of Flexibility and Control. IConference 2018 Proceedings.

error: Content is protected !!