When allocating recruitment costs, it’s essential to budget for both internal and external costs. Realistically, law enforcement agencies should expect three to five years of service to recoup their return on investment (ROI). As online law enforcement recruiting strategies are proving to recoup these costs while saving time, generating more qualified leads based on applicants’ online characteristics and habits becomes easier. Strategically modernizing police recruiting efforts in today’s digital era generates more qualified applicants whereas traditional recruiting strategies generate quantity; receiving a lot of applications lacking qualifications. This recruiting strategy consumes law enforcements smallest resource, time. Pulling officers from the community they protect and serve to recruit at job fairs or pass out recruiting brochures not only increases recruitment costs but also increases manpower.
JOB FAIR + EVENTS = Traditional Recruiting
The time Police Departments spend searching for qualified candidates should be reversed. Instead of searching, get in front of those searching for law enforcement career openings. With that being said, let’s compare traditional law enforcement recruiting costs and online recruiting costs. Once the proper research has been conducted, there are many variables that add up when attending police job fairs. Hosting a booth at a job fair allows the face-to-face interactions with potential candidates, however, the time law enforcement agencies have is limited. According to the U.S. General Services Administration, the average daily per diem rate for meals is about $50-75 per employee. Recruitment costs add up when travel, accommodations, and various event fees are taken into consideration.
WEBSITE + ONLINE RECRUITING = DIGITAL
A police recruiting website is the modern version of a traditional job fair booth. Google is going to help candidates find you when they’re actively seeking a career in law enforcement. Search Engine Optimization is how your website ranks organically, resulting in free online recruiting traffic. Most recruiting website agencies charge extra for this feature however Epic Recruiting includes SEO in addition to other line items within the total website recruitment costs.
HOW TO DRIVE APPLICANTS TO JOB FAIRS AND WEBSITE
Search Engine Marketing is online paid advertising that immediately generates awareness and incentives to those looking for Police Departments that are hiring. Top page results for law enforcement jobs are 80% cheaper per click than job boards. Google is going to help candidates find you when they’re actively seeking a career in law enforcement.
The world’s largest search engine! Each month, over 170,000 Law Enforcement Career related searches are conducted nationwide.
The world’s second largest and most utilized search engine. Potential law enforcement applicants turn to YouTube to receive answers to their questions.
Social media recruiting allows Police Departments to post a variety of engaging and informative content for potential candidates and the community.
INTERNAL + EXTERNAL = TOTAL RECRUITMENT COSTS
Epic Recruiting knows what it takes. The focus isn’t about re-creating the wheel, but making the wheel more effective. We do that by offering solutions and resources that modernize police recruiting efforts regardless of recruitment strategies, from job fairs to online. We offer a number of traditional and digital resources that will allow your Department to stay ahead of the game. Attract the next generation of police offers and overcome the challenges most Police Departments face in today’s digital era.