Law Enforcement Factors Influencing Hiring of Law Discussion Chapter

Law Enforcement

Factors Influencing Hiring of Law Enforcement Officers

Government funding agencies primarily dictate the recruitment process for a department, while the local police chief has only a minor influence in the methodology or content of training officers. More recently, departments have taken an active role in recruiting, and the overall education level of the force is on the rise. In recent times, arbitrary and discriminatory restrictions upon officer recruits and hiring have been eliminated, particularly physical attribute parameters (Walker & Katz, 2008). The profession still suffers from a perception that the career necessitates masculine attributes and strict physical demands (Walker & Katz, 2008, p. 131). Within some social groups, the police force is not perceived in a positive light, and as a result may dissuade some from entering the force. However, the make up of the police force is evolving to better reflect the diversity of the communities it operates.

Predicting a formula for the type of candidate that makes a good officer has been attempted many times, however "there is no evidence that a particular type of person is attracted to law enforcement, or that this explains police behavior," (Police Officers Part I: Entering Police Work and Part II: On the Job, 2012). The one methodology that remains constant for predicting officer success is probationary observation and evaluation, yet this does not guarantee results either.

Academy Training, Field Training, Probationary Period

The length of training has tripled in the last 50 years, and now comprises both classroom and field training (Walker & Katz, 2008, p. 144). Due to the fact that the bulk of an officer's duties are law enforcement, significant training on behavior and laws comprise much of the classroom content. The probationary period allows more senior officer to observe recruits in the field. Typical probationary periods range from six months to two years, and serve as means for the recruit to experience first hand policing as well as evaluation beyond classroom tests or basic skills (Walker & Katz, 2008, p. 148).

Successful completion of classroom and field training now yields a state certification. Certification and probationary periods allow departments to ascertain whether a new recruit is fit to serve the basic duties of the work. Certification is not without its limitations, as it cannot guarantee effectiveness, but it does serve to limit some that are clearly unfit for the job (Walker & Katz, 2008).

Police Officer Attitudes, Police Subculture

New officers generally reflect their initial motivations to help improve their communities. Initially officers display a strong sense of empathy, however as the daily stress of the job accumulates the attitude slowly erodes as they experience the worst…