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Brent Shade C234 Task One December 27, 2017  As the new Human Resources Director, I oversee filling the immediate hiring needs of a major police department’s staffing shortage.  This report will help to identify and recruit qualified applicants to fill the vacancies of the police department.   Before looking at how to fill the staffing objectives of the police department, we need to identify the labor demand by analyzing the current labor market.  The first thing influencing the demand for labor is that current employees have an average age of 45 years old.  That means in the next five years 24% of current employees will reach the age, in which, they are eligible for retirement.  This will create more open positions and add to the current shortage.  The second issue impacting the labor demand is the labor union’s promotion from within policy.  Nonmanagement officers will be promoted to management positions, increasing the number of openings in non-management positions.  This will add to the shortage and the department will face even more of a labor demand.  The third issue that is influencing labor demand is the mayor is requesting increased patrols in high-crime areas.  The mayor wants more patrols in higher crime areas, but as the department is already dealing with a shortage of labor, the increased patrols requested add more demand in the labor market.  These three issues discussed, add more labor demands that the department is currently unable to meet.  There are influences on the labor supply that need to be discussed to determine why the police department is falling short on recruitment goals.  There are three issues that influence the labor supply in this current economy.  The first issue is that the police department situated in a state that has a high-cost of living.  This issue causes people to seek out other states to live in, where it is more affordable.  With many people leaving the state, seeking more affordable living, the police department is having a difficult time recruiting quality applicants.  The second issue that is influencing the labor supply in the state is the climate.  The northeast has extremely cold and snowy winters, and warm summers.  The winters can be very tough to get used to, so many people choose to live in the south, where the climate is warmer.  With many people relocating from the state in search of warmer climates down south, the department is having difficulties recruiting qualified applicants from other states.  The third issue affecting the labor supply in the state is the educational system.  The state in which the police department is located, currently has the highest state and private tuition rates of schooling anywhere in the country.  Most people go to college outside of the state, due to the higher tuition rates.  This leaves the state having a job applicant pool that is less educated and will not meet the basic qualifications of the job in question.  After evaluating the three issues that are affecting the labor supply, it is obvious that the labor supply is lacking.  It is obvious that the department needs a strategic recruiting model that will ensure that the labor demand is met by the labor supply.  The police department needs to create several staffing objectives to meet current the demand that the city has for qualified applicants.  The first objective is an increase in the amount of applications received by the means of targeted marketing of the open positions.  The police department should target potential applicants using nationwide job boards, open interview events, marketing materials, and ads in the classified sections of newspapers to attract many applicants.  The second objective of the police department is to employ an outside staffing agency, where the staffing agency will use their expertise to market the open positions to college graduates, military personnel, and applicants from other police organizations.  The third objective is to review current compensation and benefits packages to make sure they are comparable to what would be received by other departments in the area.  These three objectives will help the department to meet its labor demand with quality applicants.    Through interpretation of the data from previous recruiting efforts.  The following yield ratios were determined.  There were five candidates with a background in military police, three of them were hired.  This results in a yield ratio of 60%.  There were nine candidates with backgrounds in corrections, only one of them was hired, resulting in a yield ratio of 11.1%.  Out of fourteen applicants that were security guards in the past, none were hired.  Resulting in a yield ratio of 0%.  There were ten applicants that were had a college degree in criminal justice, out of those ten, five were hired.  This resulted in a yield ratio of 50%.  There were five applicants from other police departments.  Out of these five, four were hired.  This resulted in a yield ratio of 80%.    From the above yields, we can determine that applicants from other police departments have the highest yields of qualified applicants.  The police department needs an additional twenty-five candidates to meet its current labor needs.  If we average the yield of all types of applicants, we determine that the average yield of all is 30.2%.  This means the police department needs to receive eighty-three applicants to meet the labor needs of twenty-five qualified candidates to fill the job-vacancies.   For optimal results in the recruiting process, the police department needs to target certain groups of people.  Based on the yield ratios, the department needs to target applicants from other police departments, and college graduates with criminal justice degrees.  The department should focus on applicants from other police organizations because they yield the most hires out of any of the other applicant types at eighty percent.  Applicants from other police departments are not required to complete the twelve-week training process, so this makes them an excellent choice for hire, as it is a source of immediate labor supply. The police department should also focus their recruiting campaign on college graduates with a criminal justice degree, because they had a high number of applicants, and they had one of the better yield rates of hire.  College graduates with a criminal justice degree can be a continual source of labor for the future.  Targeting these two groups of applicants would be the best strategic longterm approach to staffing needs that the police department could take.   Although, there are many avenues that could be taken to recruit applicants, we will discuss two effective methods to reach our targeted groups.  Our first targeted group is qualified candidates from other police departments.  One of the best ways to reach these candidates is through the process of employee referrals.  Because of this, it is recommended that we keep the current employee referral program.  Police work takes daily collaboration with officers from other police departments, so many officers get to know officers from other departments.  Current officers employed can be a great asset in helping recruit officers from other departments.  Therefore, it is important to keep the current employee referral program.  Another way to reach qualified applicants from other police departments is through the creation of a sign-on bonus program.  The department will create a sign-on bonus of $2500 that officers will receive after six months of continuous work with no disciplinary issues.  The sign-on bonus will give officers from other departments an incentive to move into a position with our department.  Reaching out to qualified applicants from other departments will help the department to meet its short-term recruiting needs.      The second targeted group is the college graduate with a criminal justice degree.  The best way to reach out to these candidates is as they first begin college.  Most students who first enter college do not choose a major their first semester of school.  A way to create a long-term solution to labor needs, is to reach these students early and guide them into a criminal justice major.  This can help to create a continuous labor supply of qualified candidates for our staffing needs.  A way to help persuade early students into a criminal justice path would be a mentoring program.  In this program, police officers would mentor students, and help to persuade them into a career as a police officer with our department.  Another way to recruit students into a career in policing with our department would be to offer some form of tuition reimbursement to those students who graduate with a degree in criminal justice degree and become employed with our department.  The tuition reimbursement program will help to offset the high tuition costs associated with higher learning.  For the soon-to-be graduate that is about to enter the workforce, the department needs to contact the career services offices at the colleges, to make sure graduates know of the openings in our department.  Next, we need to discuss the selection process to determine the best applicant that applies for a position in our department.  There will be three selection criteria used, and it will be through the single criterion method.  Meaning, that during each phase of the application process, we will determine the best candidates and select them to move forward in the hiring process.  The application will be the first selection method used.  The application will determine that the applicant meets the minimum requirements for the job.  Candidates who meet the minimum requirements will either have previous experience, military experience, an associates degree in criminal justice, or a combination of these.  The application will help the recruiters determine if the candidate is eligible for current opening requirements.  The application will help to determine if the candidate has the required drivers license, firearms permits, and meets all other licensing requirements.  Applicants who meet the minimum qualifications determined by their application will move onto the second job selection method.  The second candidate selection method will be a physical fitness test, and a written personality and knowledge test to help determine the physical and mental capacity of the applicant.  The physical fitness test will be standardized and be designed to make sure the applicant can meet the minimum physical requirements of the position.  The applicant will be required to run two miles in twenty minutes or less, drag a 75-pound weight over the span of fifty yards, and the applicant will be required to carry a 50-pound weight for a minimum of twohundred yards.  Applicants who complete all three requirements of the physical test will be permitted to take a written personality and knowledge test to help determine the applicant’s mental capacity.  The personality and knowledge test will help to determine if the candidate has the mental capacity to be a police officer.  The written test will also test the applicant’s base knowledge of criminal law, traffic law, and police regulations.  The personality and knowledge test will be standardized, so each applicant will be held to the same standards.  Candidates who score the highest will move onto the final selection method, the face-to-face interview.   The final selection method will be the face-to-face interview.  During the face-to-face interview, senior staff will be able to determine the candidate’s people skills, how they deal will stress, and to make sure that the candidate will be a good fit for the department.  If the candidate does well in the face-to-face interview, the applicant will be required to submit to a drug screening, and will be required to undergo a criminal background check.  This will help the hiring manager to determine the applicant is free of any criminal misdoings in their past, is free of drug use, and meets all position requirements.  This information will help determine the fit of the applicant into the department, and will be used to determine if a job offer will be given to the applicant.      Two selection tests used in the recruitment process will be a standardized physical fitness test, and a written personality and knowledge test.  The physical fitness test will be standardized by using the fitness course that is currently located at the police department.  The fitness course will be the same for each applicant.  By standardizing the test, the test will yield reliable results as the candidates will be held to the same standards under the same conditions, each time the test is taken.  The physical test will be a good indication on how the candidate will perform on the job, as the candidate will face the same types of physical conditions in the test as they will on the job.  The written personality and knowledge test will also be standardized, as it will be the same for each applicant.  The test will only be offered at the police department, and each applicant will have to adhere to the same test-taking rules.  The written personality and knowledge test will be a good indicator on how a candidate will perform on the job, as it will be testing their personality to make sure it is a good fit for the position, and it will be testing their base knowledge on what needs to be known for the position.     A major step the police department will take in the interview process will be the use of background checks.  The background checks will be used to ensure the information the applicant provided is true.  And that the candidate meets the minimum requirements for the position.  The background checks that will be completed during the selection process will be a credit check, and a criminal background check.  These background checks will be completed at the time of the face-to-face interview.  The application for employment states that the candidate will undergo a background check for criminal history, and a credit check.  The applicant was fully warned they will be required to undergo the background checks as a requirement for potential employment.  Law gives employers permission to run background checks on potential candidates, if the applicant has agreed to do so in writing.  The second form of background verification that should be completed is a substance abuse screening.  The substance abuse screening will identify any illegal substances that the candidate may have been taking at the time of the screening.  The substance abuse screening will be giving once the candidate has been offered a position in the department.  Hiring the applicant for the position will be contingent on successful completion of the substance abuse screening.   After design of a strategic recruitment process, there must be a way to measure the results of the hiring process.  The first determinant of a successful recruitment and selection process, is the average time it takes to fill a position.  The goal is to fill job vacancies in the department within sixty days.  If the vacancy is filled within sixty days, the recruitment and selection process is working well.  The second determinant of a successful recruitment and selection process is to look at turn-over rate.  A turn-over rate that is high will show that the recruiting and selection process are ending in hiring people not qualified for the position.  If the turn-over rate is low, then the recruiting and selection process is working as designed, to pick the best possible candidates from the applicant pool.  The third determinant that the recruitment and selection process is successful is to review the selection criteria to make sure that qualified applicants are moving on in the selection process, and unqualified candidates are being eliminated out of the selection process.  The forth determinant that the recruitment and selection process is successful is to determine the cost for each new hire.  If the hiring cost is competitive with other police departments’ cost per hire than the selection process is working well.  The goal of the recruitment and selection process is to yield a lower hiring cost.  This is a good determinant if the hiring process is running smoothly.  The police department now has a strategic plan to identify quality recruits, and how to select qualified candidates for hire.  

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