Laserfiche WebLink
Discussion: Recruiters need more than brochures. They need an attractive <br />display board to present positive images and information about the <br />department. A professional videotape depicting the favorable aspects of the <br />department and the city help attract applicants to the department's display at <br />job fairs. It could also be shown at colleges and to prospective applicants. <br />Recruiters should have access to a new, well-outfitted vehicle to be used at <br />recruitment opportunities. Attractive office space should be made available <br />for recruiters to meet with prospective applicants. It is difficult to convince <br />impressionable young persons to commit themselves to a decades-long career <br />with the department when the recruitment effort is half-hearted, or the image <br />of the department, its facilities, equipment, and its members is poor. <br /> <br />Recommendation No. 17: The recruitment effort must be a formal initiative <br />with goals, incremental objectives, timetables for key events, fixed <br />responsibility, and a budget to support activities. <br /> <br />Discussion: Unless there is a strategy and work plan to reach a desired goal <br />(e.g., a sufficient and diverse pool of well-qualified applicants) and <br />accountability for outcomes, little success should be anticipated. Again, this <br />process must be tied to the strategic planning process. <br /> <br />Recommendation No. 18: The department should solicit recruiting assistance <br />from every officer on the department. <br /> <br />Discussion: Officers on the street and throughout the department are an <br />untapped recruitment resource. They know the attributes and qualities that <br />are needed to make a good officer. Many departments have found that <br />enlisting the help of current officers can be a great recruiting tool. They meet <br />potential applicants in their everyday contacts. They should be encouraged to <br /> <br /> 33 <br /> <br /> <br />