Police Recruiting Insight: Building a Social Media Audience!

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Having problems attracting new followers to your police recruiting social media account?  Yeah, I’ve been there. 🙋‍♂️

Want to know the 3 easy ways I used to start gaining them?...keep reading! 👀

Hey everyone, it’s Tom Sye your Police Marketing FTO, and this week, let’s talk about that focused police recruiting social media account of yours and how to start filling your follower count with targeted users who are going to help you find even more of them! 🧲

OK, first things first…if you don’t have a dedicated and focused police recruiting social media account and are depending on only using your agency’s main page to help your recruitment efforts…stop everything you’re doing and go create an account that is to be used for police recruiting purposes and only police recruiting purposes.  If you wanna win with recruiting…this is a must.  Open up a new tab, create the account and I’ll be right here when you’re back. 👍 

All right, back to building a social media audience…

When you’re first getting started on social media, things can be frustrating.  You’re putting out what you feel is great content, but no one’s paying any attention to it.  I know exactly how this feels.  Every single one of my social media accounts…whether for my agency, my business, or even my personal pages started the very same way. 💯

But, instead of chasing internet trends, funny dance videos, or whatever else it is that you think is going to get you followers…let me save you a lot of time by helping you build an army of loyal fans who will help spread your message so it is seen by the right audience…it’s what I like to call ‘Targeted Followers’ and here are three ways you can start attracting them…

1. Banners and signage at police recruiting events

Whether you are out at a job fair, a school presentation, a community event, or especially out at your police testing, there should be a dedicated and prominent banner advertising your social media channels with encouragement on where and how to follow you…ala your social media handle or a QR code leading them there. 🚩

In addition to this, you can do the same on your tablecloth, a pop-up sign where people check in, or even at the bottom of any paperwork you’ll be handing out that day.  Trust me, you can’t overdo this and whenever you have an opportunity to promote your social media channels to someone you should take it. 📣

2. Job postings

This is another really easy and highly targeted area to reach people who are clearly interested in your agency as evidenced by the fact that they are looking at your job openings.  Much like with testing events, you can’t really overdo this…so I recommend pitching them towards the top of the posting and again at the bottom of the job posting with some kind of verbiage similar to ‘follow us for more testing tips and job notifications’. 🗒️

*I like to use the actual social media platform icon in mine as opposed to just test links, just be sure you link each one properly so your applicants can simply click on the icon and be taken straight to your social media page. 😎

3. emails

There are a couple of areas to focus on here…your signature line and in the content of the email itself. 📨

Your signature line is the easiest of the easy and is seen by every single person that you communicate with through email.  Think about how many people that is over the course of a year!  Much like with job openings, I like to use the words ‘follow us’ with a large and in charge clickable line of icons to make things easy for people to both notice and find their way to your channels. 🗺️

The second area is in the content of your email itself.  Now…this shouldn’t be every single email obviously, that would get annoying, but when you’re sending candidate notifications, hiring process updates, or anything similar this is a great time to pitch your social media channels as a helpful resource to them. 🙌

Now…why should you be targeting testing participants, job seekers, and people already in your process?  🤔

Because these are the people interested in careers in law enforcement…and more importantly careers in law enforcement at your agency.  🤯

When you get them, they bring their friends with them.  They bring their family.  They bring their old classmates, teammates, fellow parishioners, club members, workout partners and other people they know with similar interests right to your front door.  All without you running a single ad or spending a penny over the cost of a banner or tablecloth. 😀

Need more advice just like this on how to get your police marketing moving without busting your recruitment budget? 👇

My Road to Better Recruiting online recruitment training course has everything you need to start recruiting like it’s 2025!  I’ll teach you all about those marketing products and services outside companies keep pitching you so you can properly evaluate them and know the real value they will or won’t bring to your agency.  I’ll teach you attraction marketing and how to use it to start attracting high-quality applicants to your agency again without spending a dime, and I’ll let you in on a little secret of mine…my three favorite attraction magnets that I’ve been using for years that will have people following your pages, applying to your agency and start actually showing up to testing! 😍

Take control of your police recruiting by visiting forcopstraining.com/rtbr.  It’s the only police recruiting program in the world created by a police recruiter for police recruiters!  You’re gonna get a lot out of it. 💪

Have a friend in recruiting that is struggling to build their social media audience?  Share this newsletter with them so they can learn too.  They’ll be really happy that you did, and I’d appreciate it too! 🤝 

Have more questions about police recruiting, marketing, or anything else you're struggling with? Don't hesitate to reach out...I’m always here to help. 🙏

Until next week my Police Marketing Squad, happy recruiting! 😃

Tom

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👋 I’m Tom Sye, your Police Marketing FTO. I founded ‘For Cops’ Training to teach Police Departments how to attract more qualified candidates through the same tried and tested methods I’ve used for the past ten years at my own department to keep up with turnover and stay ahead of vacancies.

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