Not every recruiting challenge needs a national solution. But not every one can be solved locally, either. The agencies that figure out which approach fits their situation, and when to blend both, are the ones filling academy classes while others are still running the same ads they used five years ago.
The Case for Going Local First
Local recruiting has a structural advantage. Candidates who already live in your community tend to stay. They have roots: families, friendships, and personal ties that make relocation unnecessary and commitment stronger.
Agencies that engage directly with their local communities have reported better success in recruiting qualified candidates, particularly among underrepresented demographics. An officer who grew up in or near your jurisdiction brings context, credibility, and relationships that no out-of-state hire can replicate from day one.
However, local-only recruiting has a ceiling. If your talent pool is thin, or your community has historically viewed law enforcement careers with skepticism, staying hyperlocal can mean chasing the same small group of candidates indefinitely.
When National Recruiting Makes Sense
Some situations demand a broader reach. If your region is experiencing severe staffing shortages, if competition for local candidates is intense, or if you’re building diversity that your local candidate pool doesn’t currently reflect, going national opens the funnel.
The 2024 IACP survey found that recruitment difficulty is most severe in the Midwest and Northeast, with 81% and 77% of agencies respectively reporting increased difficulty. For departments in those regions, waiting on local pipelines to fill isn’t a strategy. It’s a delay.
Lateral transfer recruiting is a natural extension of national strategy. Experienced officers considering transfers actively evaluate departments across state lines, and many will relocate for the right package, community, and culture fit. Relocation assistance has become a common incentive, and one worth considering if your budget allows.
The Blend: Where Most Agencies Should Operate
For most departments, the answer isn’t either/or. It’s a tiered approach. Start with a strong local foundation: community events, school partnerships, and a social presence that reflects your agency’s culture. Then layer in targeted regional or national campaigns when you need volume or specific candidate profiles.
The key is intentionality. Knowing why you’re going broad, and what kind of candidate you’re trying to reach, prevents wasted budget and keeps your messaging sharp.
Epic Strategy Starts with Data
Research from the Police Executive Research Forum consistently shows that agencies seeing the most success are those using data to guide where they recruit, not just how. Understanding where your strongest candidates have historically come from, and where people with similar backgrounds live today, is how you stop guessing and start targeting.
Whether you’re recruiting across town or across the country, strategy matters more than reach. Epic Results come from knowing exactly who you’re looking for and putting your message in front of them, wherever they are.
Want help mapping out a geographic recruiting strategy for your department? Let’s build it together.
