Problem Solving Strategies in Recruitment of Police - Essay Example

Problem Solving Introduction The procedure for solving problems can be disintegrated into distinct phases. To ensure positive problem solving process, it is imperative for one to comprehend the stages of problem solving, which must be followed systematically. As such, the problem solver must recognise and define the problem, find alternatives of solving the problem, select the best alternative from the available options and implement the solution. The effectiveness of the police force relies on the capability to recruit and retain quality staff. Quality police officers are increasingly required to ensure quality police service. Because service quality depends on the kind of police officers, appropriate recruitment and selection is inevitable. This paper explores problems in recruitment of police using different problem solving techniques and suggest possible ways of improving the recruitment process. Problem Solving Techniques Divide and Conquer/Sub-problems Strategy This technique involves disintegrating main problems into sub-problems. When dealing with complicated problems, individuals usually have the tendency to work swiftly at given points and drag in some. Smaller problems are usually easier to tackle because the underlying solution paths are usually few. This problem-solving technique is particularly useful for popular problems. For instance, in the police force, a problem of inefficiency in service delivery can be broken down into lack of diversity and improper selection and recruitment process, which can then be handled effectively in accordance with set sub-goals. Brainstorming This technique is usually common with individuals working in groups. It involves suggesting a wide pool of possible solutions and integrating the suggested solutions until an optimum alternative is obtained. Trial And Error Approach This strategy involves putting many alternative solutions under test until the most appropriate one is obtained. The problem solver tries different possible solutions until the right solution is found. Hill-Climbing Strategy This strategy emphasizes that the problem solver should progress toward his goal. The main feature of this problem-solving technique is that a course leading to goal state. The strategy is however, frail because the right path usually winds about and far from the goal state prior to eventually returning to it. In making a decision to ensure effective recruitment process in the police with central focus on recruiting from different ethnic backgrounds, the main problem is how many recruits should be taken from different ethnic communities to constitute a perfect diverse police force. Including more recruits from minority communities may seem like moving in a wrong direction but the “Downhill” phase is essential in obtaining a solution to the underlying problem of distrust by the minority community on the police force. Strategies of Improving Recruitment in the Police Force The recruitment process in every organisation starts with recruitment strategies. Recruiting and selection underperformances have for a long duration overwhelmed law enforcement agencies in the entire nation still exist at present even at the face of alarmingly high unemployment. Many potential candidates are currently being engaged by other industries. With changing demographics, there is need for law enforcement agencies to exhibit high level of workforce diversity. The police force should portray a balanced figure of all the communities it serves, including the minority community, race, religious affiliation and even gender. The 21st century presents itself with numerous challenges for efficient operation of the police force. Homeland security obligations and increased level of competition have aggravated the problems, thus pilling more pressure on the need to achieve a more efficient recruitment of the police force. To ensure efficiency in selection and recruitment process in the police force to enable efficiency in service delivery, the following are some essential strategies that can be employed: Engaging the Community The heightening challenges facing the police department in attracting quality candidates and conducting effective recruitment process presents a distinct prospect for tapping the community as a potential resource in the recruitment and staffing process. Democratic approach of the community should be applied as a crucial strategy for improving the performance of the police force (Stone & Pettigrew 2000; Skogan et al. 1999). Community engagement is important because of its potential of increasing trust in the police. It can also lead to greater respect for the law by the citizens (Pearsall III 2010). Community engagement as a strategy of solving the problem of mistrust of the police by the community, especially, the minority group, has the capacity to reinforce the ability of the police department to identify and lure individuals who can serve diligently in the police service irrespective of their background (Beeman 2006). It will ensure adequate presentation of the minority group in the police unit thus winning the public trust on the end of minority communities (Bowling & Phillips 2003). Pearsall III (2010), a senior policy analyst in the United States Department of Justice Community Oriented Policing Service, reported that the city of Hartford, Connecticut, experimented with community involvement as a strategy to boost and improve police recruitment of minority officers. This was a trial-and-error technique of problem solving. Citizens focused groups were employed in discovering potential obstacles to effective recruitment, which manifested as long time that elapse between an individual expression of interest in police service and the eventual offer of a job. Further, in mid-1990s in Lexington, Kentucky, after community rebellion against the police force, the chief of police facilitated a strategic plan to completely refurbish police enrolment, engagement and training plan by emphasizing on the assistance by the minority community through formation of minority-recruitment committee (Pearsall III 2010). As such, police officers can ensure efficiency and success of police recruitment process by making the entire process a community concern and avoiding autocratic approach of dealing with the problems facing the police force. Enlisting community support can help to reduce potential barriers to progress in police service. Mutual responsibility is crucial in wooing support of the community as well as the support of the political class (Stone & Pettigrew 2000). To solve the problem of lack of diversity in police recruitment, it is necessary to reform police recruitment policies. The police force should reflect the wider community which it serves. Individuals should be hired on the basis of their competencies and not where they come from (Beeman 2006; Bowling & Phillips 2003). Streamline Police Recruitment and Selection Process The second approach that can be used to ensure a more effective and successful police recruitment process is to restructure the recruitment and selection process and make it more streamlined. Bureaucratic approach to recruitment and selection process in the police unit is no longer the best option of tackling contemporary challenges facing the police service unit. It is important that the police recruitment does not only reflect the desires of police officers but should also take into consideration the needs of the community. The police should assess conventional disqualifiers and ascertain their inequity in hiring new personnel. The police recruitment and selection process is known to be frustrating to the applicants, which scares them away into seeking alternative employment opportunities (Pearsall III 2010). It is crucial to replace the select-out strategy that is aimed at removing candidates with select-in approach that is inclusive in nature. Swift strategies should be employed to ensure that applicants are absorbed into the police force after a reasonable duration after application to eliminate long-waits (Pearsall III 2010). Solicit the Support of the Media Developing a positive public image is very crucial for attracting new recruits and retaining existing employees. The police force has for a long time been riddled with negative publicity. To solve the long-existing problem, police officers and policy analysts can brainstorm on the best approach to create positive public image of the police service unit. Using the media effectively is one of one of the most potential means of developing positive public image of the police force. The media people are informed on the problems that face the police recruitment process (Skogan et al. 1999). However, what lacks is their understanding on how to help in curbing the problems. Top official in the police force should collaborate with the media and discuss with them the nature and scope of the police recruitment challenges. The problems that befall the recruitment process of police have in many occasions exposed the police to media criticism citing several reasons to be the causes of the police quitting their duties including the looming danger that the community is exposed to because of insufficient police staffing. Employing a proactive approach of engaging the media in finding feasible and cheap solutions to the underlying problems is crucial for efficient service delivery. Mentor Candidates and Setting equity principle for Police Service Another problem that exists in police recruitment process is poor relations with applicants. The police agencies should create a good rapport with potential candidates from the beginning of the recruitment process. As a matter of fact, the applicants are set to be their work associates and prospective leaders of the police organisation. New applicants should be motivated to keep trying and individuals with promising qualities should never be turned away because of deficiencies that could be rectified with time through proper preparation. Police recruitment process should include mentors to help candidates to mould their strong characteristics and strengthen identified flaws. According to Association of Police Authorities (n.d), setting equality standards will assist the police to manage their performance. The police in collaboration with the community can utilize the standards in identifying local equality goals. The standards also assist in assessing the progress of deliverance of strategy’s priorities. Setting equity standard will ensure that the needed changes in the police recruitment process advances in the desired direction. Utilisation will enable the police forces to: Gather and analyse relevant information concerning police performance Set equality priorities and goals Observe and assess progress Attain and appraise equality targets Conclusion Problem-solving strategies are crucial for developing feasible ways of tackling organizational problems. The police force has for a long time been under negative publicity especially regarding its recruitment process. Effective recruitment is vital for efficient service delivery. Failure to conduct proper recruitment of police officers has been the main cause of poor service delivery. Failure to collaborate with the community, especially the minority, leads to negative publicity and poor presentation of such ethnic groups in the police force. As such, police executives need to engage the community during recruitment process to ensure equality and better presentation of minority group and thus increase public trust in the police. Bibliography Association of Police Authorities n.d, “Equality, diversity and human rights strategy for the police service.” Accessed January 7, 2013 http://www.acpo.police.uk/documents/edhr/2010/201001EDHREDH01.pdf Beeman, ML 2006, “Increasing Diversity in Police Departments: Strategies and Tools for Human Rights Commissions and Others,” Harvard University Press: Cambridge, MA. Bowling, B & Phillips, C 2003, “Policing ethnic minority communities.” Accessed on January 7, 2013 from Pearsall III, AA 2010, “Strategies to Improve Recruitment,” Accessed on January 7, 2013 from Skogan, WG, Hartnett, SM, DuBois, J, Comey, JT, Kaiser, M & Lovig, JH 1999, “On the Beat: Police and Community Problem Solving,” Westview Press, Colorado. Stone, V & Pettigrew, N 2000, “The Views of the Public on Stops and Searches,” Clive House, London. Read More