The Best Police Recruiting Ability in the World!

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You want me to share a little secret with you about the best police recruiting ability in the whole world?  And I’m talking the absolute best, nothing you can do is better for getting more Police Officer applicants to your front door. 😀

If you have a ton of vacancies, I guarantee you’re not utilizing this ability and I’m here to tell you all about it…keep reading! 👀

Hey everyone, it’s Tom Sye your Police Marketing FTO, and this week, I’m pulling back the curtain on the absolute best police recruiting ability you could be using to help solve your staffing problems.  And here’s the best part…you don’t need a fancy recruiting video, applicant generation system, motivational coaching program, billboard, airport ad, radio advertising and least of all…some outside company and their system doing things for you. 🚫

Nope…this one ability…that every single one of you has the power to use…will cost you absolutely nothing and is super simple to implement.  Wanna know what it is?  You betcha do! So without further delay…let me explain… 🗣️

There’s an old adage in sports that says the best ability is availability.  You’ve probably heard this saying before, right?  But here’s the thing about it…and you’ve probably never considered this…the same thing goes for your police recruiting. 🤯

Here are three areas for you to start using this newfound ability on to watch your Police Officer applications soar….

1. Application Availability

Listen to me very carefully here…you can spend all the money in the world on fancy recruiting videos, expensive billboard advertisements, tv ads, airport signage, Google search engine results, applicant generation systems, coaching programs, digital media packages, and whatever else nonsense these outside companies keep pitching to you all day long.  🤷‍♂️

But if you’re not accepting applications when a potential applicant checks you out…none of it matters.  They’re gone.  They’ll be off to another agency who is accepting applications, and you’ll never see them again. 💨

If you are an agency who has vacancies, and more importantly is struggling to fill your vacancies, you have to be open continuously if you’re anywhere remotely serious about filling those vacancies.  This is no longer an option…in 2025, it is a must. 💯

The good news is this is really simple to pull off.  You just keep your applications open and that’s it. 👌

2. Testing Availability

Similarly, if you are only testing once every three to six months, you are going to lose a lot of applicants to other agencies who are testing more frequently.  Applicants today have more choices in agencies than they ever had in the past.  If you want to be competitive you need to have testing dates available when your applicants are ready…not when you’re ready for them.  🫤

Along the same lines, if you’re only offering testing dates or other steps of your hiring process during business hours and that’s it, the same thing is going to happen…applicants are going to go elsewhere and join an agency that does have testing available on weekends or at nighttime when they’re free. 📅

If you want to see more people showing up for your testing, make it convenient for them to do so. 📈

3. Police recruiting information availability

Make no mistake here…the previous two availabilities are huge but this one is paramount.  If you are making social media posts and not responding to comments or DM’s, if you are ignoring emails that potential candidates send to you because you don’t like how they wrote them or think that they should be able to figure out how to apply on their own, or if you hit the delete button on your voicemail without ever returning a call…you are going to lose good applicants left and right and will be left to sit right there where you’re at wondering why no one is applying for you. 🥴

You have to be prompt, polite, and insightful in all of your return messaging if you want applicants to start choosing your agency over others.  Remember, the second step of recruiting like it’s 2025 is building relationships with people…and believe it or not, social media comments, emails, and voicemails is typically where this process starts. 💬

Be available to answer questions…even when you don’t want to be and you’ll start seeing more people applying, more people showing up for testing, and more people getting hired. 🚀

You ready for some more recruiting strategies that will get more quality Police Officer applicants to your front door wanting to work for you and only you? 🙋‍♂️🙋‍♀️

My Road to Better Recruiting online training course is open right now and will teach you the exact recruiting and marketing strategies I’ve used at my own agency for the past decade plus to keep up with vacancies while filling our ranks with high quality candidates all without having to spend redonkulous amounts of money on recruiting solutions that just don’t work. 😎   

Check it out right now on my website by visiting forcopstraining.com and finally take control of your police recruitment efforts and kick those outside companies to the curb. 🦶

Know someone in recruiting who has the ability but not the plan?  Share this newsletter with them so they can learn too.  They’ll be sure glad that you did, and I’d appreciate your help in changing the future of police recruiting forever. 🤝

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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