A former nurse may make a great new police officer, just as someone who falls outside the 21-to-25-year-old prime age group.
In short, consider nontraditional applicants from nontraditional sources. That was just one message from an Annual Meeting session about law enforcement recruiting, which highlighted innovative ways departments could attract and keep the right people.
"Maybe we need to look at people transitioning from other jobs who bring other experiences," said Jack Ryan, a former police officer and lawyer, addressing Annual Meeting attendees. He recalled an applicant who had spent 10 years as a flight attendant.
"She had people skills like you couldn’t even believe," he said. "Maybe there are some things that we ought to look at and broaden the way we hire."
Police departments in South Carolina and across the country are trying to retain and recruit officers to a challenging and often underpaid profession bruised by the negative image of high profile police shootings and increased racial tension.
Ryan said police departments should look to churches, community colleges, city basketball courts and other less traditional places for future hires. He said law enforcement Explorers programs are also helpful in fostering young adults’ interest in the profession. All avenues may help departments hire police officers who more closely reflect the demographics of their community, said Ryan.
He pointed to Dallas Police Chief David Brown’s July press conference after five of his officers were fatally shot. Brown challenged those protesting police brutality to become officers as a way to bring about change they wanted to see in their community.
"We’re hiring. Get off that protest line and put in an application," said the chief.
Ryan offered others ways to help departments make good hires and prevent the wrong people from becoming police officers:
Fitness – The highest fitness requirements are not necessary for every department and can eliminate otherwise promising officers. Pay attention to which area of the screening seems to consistently eliminate applicants.
Mental health – "If they’re getting knocked out of the box on psychological health, I don’t care if they’re a Martian from Mars, don’t hire them, OK?" said Ryan.
Community fit – One officer doesn’t fit all cities. The unique characteristics of each town or city should dictate what kind of person should patrol its streets. "Who you decide to recruit in Clemson may be someone totally different from who you decide to recruit in Myrtle Beach," said Ryan.
Local investment – Don’t pass over a locally invested candidate with no advanced degree in favor of a flashier candidate who may move away after a short stint. Ryan recalled an applicant in Rhode Island who insisted during the interview process that he planned to stay in the area, only to go through law school at the department’s expense and eventually become a state senator.
Dishonesty – Take polygraph results and other evidence of an officer’s dishonesty seriously, and then avoid hiring those with dishonesty in their background, said Ryan. An officer’s past record of dishonesty may complicate his role in a prosecution.
Misconduct – An applicant’s background is telling. Consult the National Decertification Index to check if a job candidate was decertified by a prior department due to misconduct. South Carolina is among 40 states that make up the national registry.