Designing a Recruitment Program for the Western Australian Police - Case Study Example

Designing a recruitment program for the Western Australian Police Students’ name Supervisor Date Introduction Today, many law enforcement strategies in different countries are facing a deep crisis- the public has lost confidence and trust due to the increasing rate of police corruption in the modern history. Recently, many issues have generated shocking bulletins. There has been a reported case of publicized incidents of situations where force was used excessively and increased police corruption. Resources exceeding millions of money every fiscal year are being invested in curbing lawsuits, corruptions and brutality in police sectors and the cost is increasingly soaring to an unacceptable level. Soon, the citizens who are the taxpayers are going to revolt and demand for serious accountability in the police department, public officials as well as leaders in the department of police (Grant 2002. pp. 11-14). Recent researches suggest that many women officers tend to rely on policing styles that use less physical force, and they are the best when it comes to defusing and de-escalating any confrontations that are potentially violent with the citizens in the community. Research also shows that women police officers are not likely to get involved in confrontations and problems through the use of excessive force. In addition, female officers are known to have a great possession of a good communication skills compared to their male counterparts in the police department. They are also known to be in a position to help in the facilitation of cooperation and trust that is needed in the implementation of policing models that are needed in the community better than male officers are. In this modern era where litigation seems too costly, the process of hiring and retention of more women in the law enforcement agencies is considered one of the best means of addressing all the problems in police force such as the use of excessive force that leads to complaints from citizens. In the modern world, several recruiters tend to employ different tactics in order to get the recruit. Several factors such as finding the nest practices as well as best research practices that are used in employment branding, techniques in sourcing, recruiting workers that are important for the recruiting agency to be on top of the modern recruiting trends. Recruitment is an entire process that covers the process of sourcing and bringing employees to be part of the law enforcement agencies. It is important to lay down pivotal recruitment strategies so that it can be effective to procure and retain the qualities, and the talents need in contributing to the success of the law enforcement agency. The level of competition has been increasing recently due to the diversity in the set skills that continue to grow (Scholz & Wang 2006. pp. 81-97). Recruitment strategies to increase female recruits In order to have a successful increment in the total number of women working with the policing department, a specific plan of action should be developed. This action will aid in targeting women in the entire process of recruitment and the need to emphasize the desire of the law enforcement agency to try to increase a considerable number of women among its ranks in the police department significantly. The entire plot of plans should also entail the prospect of going deeply enough in selecting and recruiting female officers who possess great qualities that that are productive in police force. In law enforcement recruitment agencies, there has been an embracement of crucial concepts of philosophy in the entire accreditation process ( Giacomazzi & Brody 2004. pp. 37-55). There has been a developed expectation that any law enforcement agency that has been accredited should offer employment on equal terms to both men and women without discrimination. Equal employment opportunity will entail removal of any barriers that lie along the entire process of recruitment. The recruitment plans should also be so that in a case where one group gets an underrepresentation, the process of recruiting will contain steps that are proactively aiming at sensitizing as well as encouraging the members of that specific group to seek employment opportunities with the law enforcement agencies. There is a need in forming a committee that will be in place to help in coming up with a program that will be in the recruitment process. For the recruitment to be successful, it is vital for the committee responsible for recruitment to receive adequate support and the necessary resources from the leaders heading the law enforcement agencies (Soghoian 2011. pp. 1-26). Small agencies ought to gather the little resource available and collaborate with other law enforcement agencies in the region to accomplish similar achievements through developing and implementing equity and fairness in the recruitment process that will tend to fit the needs and demands of everyone. In ideal situations, the committee responsible for the recruitment process will have to consist committed persons who will be looking forward to increasing and bring great diversity by gender and race in the policing as well as other law enforcement agencies (Soghoian 2011. pp. 1-26). The recruiting committee that will be selected and charged with recruitment should be responsible for coming up with goals that will be in recruiting women and a schedule that will be used in achieving these goals. Women who are currently in the law enforcement agencies have to survey on the following issues. How did they learn about the available jobs in the police force? What was the main point of attraction for them to their respective jobs? What exactly makes them get satisfied with their career (Tullio et al. 2010. pp. 1505-1514)? Such information is critical and useful when it comes to developing strategies to be in the recruitment process. Depending on the budget available, a strategic plan should be developed aiming at having highest percentage of the resources spent in advertisement. Moreover, current women employees working with the law enforcement agencies should be involved in the process of recruiting candidates as an evidence that there are women in police force who are happy about it (Tullio et al. 2010. pp. 1505-1514). The law enforcement agencies should also focus in designing and printing out brochures and posters for advertising. The brochure used for recruitment will describe the police officers job, duties, responsibilities, and job position within the police force. This will do away with the belief that many women do not apply for jobs in the law enforcement agencies because they do not clearly understand what the job exactly entails. Normally, many women are always attracted to careers in the law enforcement agencies simply because they have the will to help their communities. Therefore, it is important for the brochures to address and highlight the key importance of law enforcement officers working hand in hand with the community in solving and preventing crime related problems. In addition, the testing process needs to be described well enough in the brochures in details so that all the applicants can know exact expectation is needed from them (Hooper et al. 2013. pp. 152-163). The success story of a good campaign in the recruitment process will depend on how much the recruiting personnel are open with information. Women who are willing to apply for these jobs in the law enforcement agencies would like to know how they will be treated when they are recruited as law enforcement officers and the need to know detailed information about the entire process of selection. Women who are interested would need to know detailed information about the entire training process. Questions regarding pregnancy leave and other family related matters must be clarified before recruitment process begins. This will provide them with an opportunity to make an informed choice. Those who have been trusted with the selection process in the committee should be enthusiastic in seeing the total number of women interested in the job. The questions that women have about the policing should be generously be answered by the recruiters. For this reason, it is, therefore, necessary for the recruiting team to have as many female representatives as possible. Merit of good listening skills, good speaking qualities, enthusiastic advocates, and not just because of their gender should be the main criterion for selecting individuals (Adelman 2006. pp. 28-45). The agencies should be focusing on finding sources of female recruits. Many of these agencies have shown their interest in hiring more women. Agencies need to form a strong partnership with community organizations in recruiting women. Agencies need to take strong advantage of the media in increasing the number of female recruits. For this to be realised, recruiting agencies must engage in activities that are going to draw the attention of the media, and the expose the efforts of the department in recruiting more women in law enforcement agencies. A report by many law enforcement agencies indicates that there is an untapped source in recruiting women in the agencies, and the many of these agencies are not quite sure on ways they can employ to motivate their staffs in order to locate potential recruits. Unique incentive programs have been identified by many law enforcement agencies in a bid to retain more workers and avoid frequent turnover especially for female employees. This plan aims at giving a reward to officers who are to bring a recruit who has the knowledge, skills and experience the policing department is looking for and should be able to exercise law enforcement duties in the agency (May & Burby 1998. pp. 157-182). Increasing indigenous recruits The success of organizations successful stories begins with the strategies employed in the recruitment process. Recruiting and staffing have encountered a lot of shortfalls that have been plaguing the law enforcement agencies. Therefore, new strategies must be employed in the law enforcement agencies so that the indigenous people are at will to apply for different job positions in these agencies. The following area strategies to be put forth to enable an increasing number of indigenous recruits: Engaging the entire community There has been a reported increase in challenges being faced by law enforcement agencies in aiming at attracting new candidates who are highly skilled with the right qualities for policing careers. These present unique opportunities which can be used to tap the community members as resources in the process of recruiting and selection (Schaible & Sheffield 2012. pp. 761-784). The involvement of the community should be approached in a different angle as a method that aims at bringing improvement in the functioning of the law enforcement agencies. When the community is, there can be a lead to a greater sense of instilling trust and respect for the law enforcement agencies by the community members. When these agencies are, they built up the ability of identifying and attracting individuals who have the competency and ability to serve in the law enforcement agencies (Schaible & Sheffield 2012. pp. 761-784). Streamlining the process of recruitment and selection There is a need for agencies to evaluate their entire process of hiring to assess it if they are hiring the employees the community needs in solving their problems, but not what they need. The department of police is overburden with hectic process of recruitment and selection that makes applicants frustrated and drive them away. The recruitment process has been marked by a weak system that needs urgent change to attract more indigenous applicants. Tell the police story The greatest problem of all time in the department of police in the community is telling the police story. Many people in the community tend to undervalue the services of the police officers. The law enforcement leaders must develop ways of communicating honest portrayal of the service being rendered by the police in the community. Therefore, developing a marketing strategy that will aim at telling the true stories of police and the dedication they offer in the law enforcement agencies. Telling true stories will help in drawing more new applicants ibn the law enforcement agencies. Enlisting the support of the media It is crucial to portray a positive public image to the community. This will help in retaining the current and attracting new employees in the department. Therefore, effective use of the media is considered to a very vital tool in the conquest of generating a positive outlook in the community. If the police department gets negative feedback from the media, the community will take their blame to the shortages being experienced by law enforcement agencies. On the other hand, when the police and the law enforcement agencies gets a positive feedback more recruits will want to join the department thus increasing the likelihood of potential increment in applicants (Armour et al. 2009. pp.23-45). Mentoring applicants through the process Law enforcement agencies must establish interpersonal relationship with their applicants in addition to streamlining the entire process of application. In the long run, a positive attitude will pay dividends in recruiting new employees. A mentor in the agency work to focus in building the applicant's attributes and tries to fortify any upcoming weakness. Achieve diversity A workforce that is diverse proves hard to be. Many law enforcement agencies are struggling to achieve the target that acts as a reflection of the community. The agencies therefore must employ strategies that are going to perpetuate the positive perception of the department in the community. This is through the process of ensuring that all people regardless of gender, race, sexual discrimination, or ethnicity are hired by the agencies. Hire a young and the old Agencies need to modify their recruitment strategies in permitting the hiring of both the young and the old to enable to reach out to all levels of people in the community. This modification will lead to an increasing number of applicants from all ages. Reaching out to the young members It is a democratic right for every member in the community to respect the law enforcement agencies as well as promoting interest. Many young children have a positive picture of p[police officers and other law enforcement agencies in that they are protectors and many aspire to be one in the future. Therefore, law enforcement agencies need to build on developing positive view of officers by children through participation in national programs where children are. This helps in helping children understand the importance of police officers and will nurture future officers in making. Conclusion Concurrently, there is enormous pressure being put on police leaders and executive in matters pertaining implementation of policies that community or public oriented, that are aiming at making a transformation between the community being served by the law enforcement agencies and the law. Communities are demanding changes in the law enforcement agencies that will make a turn of events and produce the services that they are demanding (Grant 2002. pp.11- 14). The communities are looking forward to a change of the police department towards using a more modern approach that mainly entail the emphasis of communication together within and cooperation with the community members as well as other informal problem-solving. References Giacomazzi , A.L. & Brody , David C. , 2004. The effectiveness of external assessments in facilitating organizational change in law enforcement. Policing: An International Journal of Police Strategies & Management, 27, pp.37–55. Adelman, M., 2006. Law Enforcement Versus Battered Women: The Conflict Over the Lautenberg Amendment. Affilia, 21, pp.28–45. Armour, J., Hansmann, H. & Kraakman, R., 2009. Agency Problems, Legal Strategies, and Enforcement, Grant, J.K., 2002. Ethics and Law Enforcement. FBI Law Enforcement Bulletin, 71, pp.11–14. Hooper, C., Martini, B. & Choo, K.K.R., 2013. Cloud computing and its implications for cybercrime investigations in Australia. Computer Law and Security Review, 29, pp.152–163. May, P. & Burby, R., 1998. Making Sense Out of Regulatory Enforcement. Law & Policy, 20, pp.157–182. Schaible, L.M. & Sheffield, J., 2012. Intelligence-led policing and change in state law enforcement agencies. Policing: An International Journal of Police Strategies & Management, 35, pp.761–784. Scholz, J.T. & Wang, C.L., 2006. Cooptation or transformation? Local policy networks and federal regulatory enforcement. American Journal of Political Science, 50, pp.81–97. Soghoian, C., 2011. The Law Enforcement Surveillance Reporting Gap. Social Science Research Network, pp.1–26. Tullio, J., Huang, E. & Wheatley, D., 2010. Experience, adjustment, and engagement: the role of video in law enforcement. Proceedings of the …, pp.1505–1514. Read More