Recruiting Heroes LLC’s Post

📞 As a professional leaving policing, I hear “Why?” We all have our why’s. 📍Why did we join law enforcement? 📍Why do we do this work? 📍For me, now: why leave after 17 years? 4 buckets. 🪣 1️⃣ I have been in law enforcement for 17 years and 5 months. Prior to policing, 9 years in active duty or AGR status with the Marine Corps and WI Army National Guard. 26+ years in uniform since I started. It is time to step away from the uniform and continue the good elsewhere. 🪣 2️⃣ When an opportunity comes along that fulfills what you want to do and where you want to go professionally, leap. 🪣 3️⃣ For family. In a household of dual law enforcement and a toddler, sometimes work can overtake what matters most. While we give so much of ourselves to the job, it’s important to remember what matters most. Family. 🪣 4️⃣ A supervisor once told me, “everything has a shelf life.” A little over 10 years ago as the backup Negotiator on scene, I experienced firsthand the trauma the accompanies an Officer Involved Shooting. The sights, the smells, the physical sensations of casings trapped in my vest. Cumulative trauma is real in this profession, and at some point I failed to recognize it and accept it. That has all changed. My shelf life in law enforcement is ending. But this is not my professional ending, this is a new beginning and I am grateful for the support I’ve received on this journey. Onward. To new chapters.

🔱Staffing & Morale in Law Enforcement: Let’s Get Real About the Problem 🚓💡 Law enforcement agencies across the country are struggling with staffing issues and low morale. The easy answers get thrown around all the time—“People don’t want to do the job because of public perception, low pay, or danger.” While those factors play a role, they’re not the root cause. Here’s the hard truth: Many agencies don’t know who they really want to hire. In a panic to fill positions, agencies have launched broad ad campaigns to attract anyone and everyone willing to put on the uniform. But in doing so, they’ve lowered the bar and disrespected the value of the profession. Let me ask you this: Who wants to join something that anyone can have? No one. At least, not the people who should be police officers. If you want proof, look at the U.S. Marine Corps. Their ads and recruiting campaigns are laser-focused. They know exactly who they want—highly driven, tough, disciplined individuals who value challenge and honor. Their message hasn’t wavered for decades: “The Few, The Proud.” And guess what? It works. Now compare that to other organizations that change their focus every few years, hoping to cast a wider net. The Marines consistently hit their recruiting marks, not because the job is easy—it’s not—but because they’ve perfected their message and built a culture that draws the right people in. Law enforcement agencies need to take a page out of their book:
👉 Slow down to go fast. Don’t panic. Take the time to craft a message that resonates with the dream candidates you want to attract.
👉 Build a culture of excellence. Create an environment where no one wants to leave because they’re part of an amazing team with highly supportive leadership.
👉 Know your value. This profession is tough, dangerous, and demanding—and that’s exactly why it’s not for everyone. Embrace that. The solution is out there, and some agencies across the country are already employing these tactics with great success. It’s not easy, but it’s absolutely possible. So, I’ll leave you with this: Are you ready to stop accepting surface answers and start building the kind of culture that people want to be a part of? #LawEnforcementLeadership #StaffingSolutions #CultureOfExcellence #WealthyServant #RecruitmentAndRetention #BuildTheFuture #SlowDownToGoFast #ADB

🔍⚖️ Find Your Calling in Criminal Justice! 👮♀️👨⚖️ With Careers in Criminal Justice 1B by eDynamic Learning: Finding Your Specialty, students dive deeper into the many pathways within the justice system. From forensic analysis to legal careers, this course helps students discover their passion while building essential skills. Empower future professionals to make an impact in their communities. Justice has many faces—what’s yours? https://lnkd.in/gDwX-k3Q

From The Real Story: Police forces in Canada: The officer's role is as Generalist, hired as young, malleable recruits moulded to fit the Services trajectory. When moved to different dept's, they may have limited training to work in functional specializations. Led by individuals who have virtually for all their working lives existed within this structure, from recruitment to management, selection criteria met by a small section of society resulting in recruits fitting the same mould as existing police regime. "Appointees to police management have without exception served as basic recruits and moved up. There is not a police Chief heading any municipal force in Canada who hasn't spent their entire life in that same culture, and often have a very narrow range of experience. Appointment from within is how they become managers. This assumes experience and culture trump management ability, but those promoted come with baggage and doesn't consider real-life models on how to do things differently. Training is designed to produce followers, not leaders. Those securing leadership roles are committed to traditions. To challenge that model isn't practiced. From 'Police Command': Most Chiefs see their job as sinecure & won't jeopardize that.

Get an exclusive sneak peek at my upcoming book, The Thinning Blue Line! Law enforcement agencies nationwide are facing a staffing crisis, with some departments experiencing vacancy rates as high as 10-30%. This shortage is leading to longer response times, cuts to vital programs, and escalating crime rates. In The Thinning Blue Line, I delve into this crisis and offer actionable strategies for modernizing recruitment and retention. Drawing from my experience leading the recruiting unit for Virginia’s largest sheriff’s office and running a national recruiting agency, I explore key issues such as the generational divide that’s making it harder for senior leadership to recruit and retain younger officers. I also discuss how agencies can harness technology and data while adding a more personalized approach to improve recruitment efforts. Finally, I emphasize that retention is just as crucial, if not more so, than recruitment. Agencies looking to address staffing shortages must focus on strengthening relationships with current officers—rather than relying on large hiring bonuses that can attract the wrong type of candidates while also leave existing staff feeling undervalued and frustrated. With The Thinning Blue Line launching in just a few weeks, I’m thrilled to share the first few pages with you. I’d love to hear your feedback, especially from current and former law enforcement professionals. Enjoy the preview!

Although rewarding, being a police officer is a high-stress and risky career. Understanding why police officers choose this career, why they stay, and why they leave may help improve recruitment and retention and advance the well-being of agencies, communities, officers, and their families. That's why NPI, in collaboration with George Mason University's (GMU) Center for Evidence-Based Crime Policy and the Fairfax County Police Department in Virginia, is conducting a multi-year-long study analyzing variations in officers' career paths, factors in decision-making, and significant "turning points." Contribute to this important work: https://hubs.li/Q02ZBHG00

In today's challenging environment, maintaining public trust is crucial for effective law enforcement. Training police officers on integrity and transparency is key to building strong community relations and successful careers. I offer the E.A.R. Model™ training to equip officers with essential tools for policing excellence. POLICE CHIEFS and POLICE ACADEMY LEADERS, schedule training sessions with me to empower your team. For more information, DM me or visit https://www.hi-teaches.com. Cadets, looking to excel in your law enforcement career? Get a head start with my book, "Dominate Your First Year As a Cop," offering practical advice for success. Purchase your copy on my website https://www.hi-teaches.com. #LawEnforcement #PoliceTraining #Integrity #Transparency #CommunityRelations

Considering a policing career, but not sure where to start? 👮♀️ 👮♂️ ✔️ Listen in as CST. Elmquist chats about: ▶️ How no 2 days can be the same as a police officer ▶️ What types experiences you'll have and much more Applicants are encouraged to do their research and attend a FREE Info Session first. You can directly connect with EPS Recruiters, and our office is here to help with any questions you have! #yegcareer #policingcareer #JoinEPS

they need all the help they can gwt

#ResponsePolicing | All this week we’ll be celebrating the incredible officers who make up our Response teams. Response officers are often the first on the scene of any incident, from collisions on the roads to domestic abuse incidents or burglaries in progress. This week is Response Policing Week of Action, and we’ll be using the #ResponsePolicing hashtag to shine a light on the huge variety of jobs that Response officers attend. We thought we’d kick things off by asking a handful of our Response officers how they’d sum up their roles in one word, and what they love most about it. Assistant Chief Constable Claire Bell said: “I started my career on Response as all officers do and I know well the challenges, demands and of course the rewards of this unique role. “Response officers are those who are first on the scene when the worst happens to people in our communities. “The mix of bravery, resilience and compassion you have to use every single day is worthy of the highest respect and I hope this week we’re able to showcase that to you.” Are you inspired by the incredible work of our response officers and want to make a positive impact in your community? All six of our entry routes to becoming a Police Officer are still open for applications. Find out more here 👉 https://lnkd.in/e5ASm7fn No matter your qualifications, there's a path for you. Whether you're looking for a traditional training programme, a graduate scheme, a route to becoming a detective, or an opportunity to earn formal qualifications while you train, we have the perfect fit.