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Recommendation No. 14: The recruitment effort should remain a police department function with support from Human Resource Services. The department's recruitment needs are not so great as to justify a team of full- time recruiters, however, it certainly does justify a formal, planned effort. Discussion: Recruiting duties can be performed collaterally by officers with other assignments, however, a supervised recruitment team of well informed, trained, and equipped officers should be available to meet the department's recruitment needs. Recommendation No. 1.5: Recruiters should represent the best of the department. They should be a diverse mix of officers who represent both the make-up of the community, and the race, ethnicity, and gender that is under- represented within a department. They should be officers who are fit and present themselves well in the department's uniform. They should be well spoken and exude pride in themselves and the department. Discussion: As the department's salespeople, recruiters need to be extremely familiar with the benefits of the profession and the department. They should be prepared to make a case for joining this profession- and this department-over others. That means not only knowing everything about employment with the Eugene Police Department, but also how it beats the competition-whether in salary, benefits, working conditions, and promotional and assignment opportunities. Recommendation No. 16: Recruiters need appropriate tools to make a positive impression on the best potential applicants. 32