Fix the hiring pipeline first
- Measure time from application to offer and find where candidates drop out
- Run testing, backgrounds and exams in parallel where possible
- Assign a contact to every applicant and communicate at each stage
- Review disqualifiers and minimum requirements against current needs
- Offer testing dates and locations that fit working applicants
Recruit from the community
Explorer and cadet programs, community college partnerships, military transition programs and ride-along or station visits help people picture themselves in the job. The COPS Office and national associations publish recruitment guidance and examples from agencies of all sizes.
Your people are your best recruiters
Applicants trust what officers and firefighters say about their workplace. If current staff are burned out or frustrated, that message travels faster than any campaign. Culture and retention are recruitment strategy.
Protect the investment
Frontline helps agencies keep the people they worked hard to hire: confidential one-on-one support through 360 Advantage, and Frontline Pulse check-ins that give leadership an early view of how new and veteran staff are doing.
Sources and further reading
Retention doesn't start when someone resigns.
Learn how Frontline helps public safety organizations support their people and identify workforce concerns earlier.