Law Enforcement Recruiting

How do you get from Prospect to Recruit?

Through Conversation.

The Story

The more law enforcement agencies we get to know, the more we hear that successfully recruiting officer candidates is growing more and more difficult. Where you used to be able to count on predictable yield from recruiting pipelines, the characteristics of today’s job market make it much tougher to get even highly-interested prospects through the application process.

The Story

The more law enforcement agencies we get to know, the more we hear that successfully recruiting officer candidates is growing more and more difficult. Where you used to be able to count on predictable yield from recruiting pipelines, the characteristics of today’s job market make it much tougher to get even highly-interested prospects through the application process.

The most common challenges we hear from law enforcement agencies include:

Attracting Millenials

Attracting, and later engaging, with millennial candidates

Officer Retention

Officer retention in the first 5 years of their careers

Candidate Diversity

Meeting commitments to diversity and attracting minority candidates

Public Perception

Overcoming public perception of law enforcement as a career path

Long Application Process

Getting applicants all the way through the enrollment pipeline

Effective Online Recruiting

Recruiting online reliably and effectively

Knowing is only the beginning

Identifying these problems is, of course, only the first step in solving them. But most law enforcement agencies don’t have the tools, time, or manpower to effectively address these challenges. Establishing an ongoing dialog with potential candidates – particularly millennials, who communicate rapidly, constantly, and with varying levels of attention – seems nearly impossible. You know you need to have the conversations that keep candidates engaged, tell the agency’s story, and guide prospects as they go through the process. It’s a tall order.

Knowing is only the beginning

Identifying these problems is, of course, only the first step in solving them. But most law enforcement agencies don’t have the tools, time, or manpower to effectively address these challenges. Establishing an ongoing dialog with potential candidates – particularly millennials, who communicate rapidly, constantly, and with varying levels of attention – seems nearly impossible. You know you need to have the conversations that keep candidates engaged, tell the agency’s story, and guide prospects as they go through the process. It’s a tall order.

boomtime has a different approach to law enforcement recruiting, born out of a decade of building effective communications programs.

Building Conversations

After identifying the issues your department can most effectively address, we create target conversations that engage prospects across the recruiting life cycle, building a sustainable relationship with them. It’s written especially for YOUR prospects, in THEIR language, and delivered via THEIR most preferred means of communications.

Building Conversations

After identifying the issues your department can most effectively address, we create target conversations that engage prospects across the recruiting life cycle, building a sustainable relationship with them. It’s written especially for YOUR prospects, in THEIR language, and delivered via THEIR most preferred means of communications.

Qualifying Candidates

Not all candidates are created equal, even before they’ve been assessed. With traditional processes, it’s difficult to pick out highly-engaged prospects from the rest. boomtime uses behavioral techniques to identify and score candidates based on their response rates to the communications, identifying high value candidates, and sending them much more targeted personal communications. The result is a candidate you want getting the attention they deserve.

Qualifying Candidates

Not all candidates are created equal, even before they’ve been assessed. With traditional processes, it’s difficult to pick out highly-engaged prospects from the rest. boomtime uses behavioral techniques to identify and score candidates based on their response rates to the communications, identifying high value candidates, and sending them much more targeted personal communications. The result is a candidate you want getting the attention they deserve.

Turning Every Officer Into A Recruiter

We specialize in creating stand-alone mobile recruiting web interfaces designed for use by officers on the move. Officers use the app to easily form a connection between prospect and department in a way that allows them to quickly tell the department’s story, explain the process, and connect the prospect with officers and/or staff. It’s designed to complement traditional advertising and event-driven recruiting programs, increasing the recruiting yield of the hard work your recruiting team is already doing.

Turning Every Officer Into A Recruiter

We specialize in creating stand-alone mobile recruiting web interfaces designed for use by officers on the move. Officers use the app to easily form a connection between prospect and department in a way that allows them to quickly tell the department’s story, explain the process, and connect the prospect with officers and/or staff. It’s designed to complement traditional advertising and event-driven recruiting programs, increasing the recruiting yield of the hard work your recruiting team is already doing.

How it Works

Through a detailed interview between boomtime and key stakeholders in your department, together we determine key challenges faced by your recruiters. From that discovery process, we create plans for each conversation, including things like: a profile of the ideal candidate, format of conversation most effective in this case, delivery medium (graphics, text, video), and timing.

How it Works

Through a detailed interview between boomtime and key stakeholders in your department, together we determine key challenges faced by your recruiters. From that discovery process, we create plans for each conversation, including things like: a profile of the ideal candidate, format of conversation most effective in this case, delivery medium (graphics, text, video), and timing.

Based on what we know about your department and the challenges you’re facing, we create specific conversations to address them.

Difficulty Targeting Millennials?

We create an article series that highlights the department’s community initiatives using a mix of text messages, videos, and social media that reaches them with maximum impact

Struggling with Application Yield?

We create a series of automated and timed emails and text messages to alert applicants to important dates and prepare them for testing.

Lofty Diversity Goals?

We highlight minority and female officers and their experiences in the agency with text and video profiles.

Case Study: New Mexico State Police

New Mexico State Police

The NMSP is the foremost law enforcement agency in New Mexico. They span every corner of the state and maintain 13 different specialty teams. An officer with the NMSP receives competitive wages, great benefits, and a lifetime pension upon retirement. Even with this kind of offering over the last decade, they have seen their recruitment numbers diminish. When we began to work with this client the first issue we tackled was the messaging. We strongly believe that in a world that moves at the speed of social media, where the average American checks their phone every 10 seconds, an ongoing conversation is the best way for a message to make an impact. This engagement content series is coupled with a lightbox opt-in campaign and delivered through a series of emails that span the decision landscape.

From there we designed a mobile-focused online recruiting tool www.JoinNMSP.com that lays out the case for becoming an officer with the NMSP. Through the use of video, images and compelling content this site walks a user through the life and career of an officer from joining the academy on through to retirement. Because of our findings that a majority of officers first became interested in this line of work due to a close personal relationship with a family member or friend, our rollout has been focused on the existing officers with the NMSP. We delivered instructions on how the site could be accessed like the other apps on a smartphone or tablet, and the officers have been encouraged to use the site as a recruiting tool as they go about their day to day duties.

Finally, we have taken the list of academy graduates from the last 3 years and have developed a profile that we have used to target a series of social media ads. These ads are being focused on particular geographic regions that NMSP is ramping up recruitment from.