Police, sheriff, corrections, probation, parole and all law enforcement professions recruit cadet recruiting, recruitment, hiring, and retention is nearly a national public safety crisis. Law enforcement recruitment is competing for a limited number of qualified applicants; the traditional hiring processes is losing bonified candidates; and agencies are struggling to retain their trained and experience staff. We offer plans, strategies, services and solutions, to meet and resolve these challenges!

Our public safety recruit recruitment, hiring and retention services are based on over 20 years of practice experience and research. I was in charge of deputy recruitment and hiring for Marin Sheriff and commanded the correctional personnel unit for Sonoma Sheriff. Recruiting and retention were major issues that took 3 years of trial and error to resolve. I have done management studies and presentations for 6 different public safety agencies on the crisis of maintaining qualified staffing levels.

We use on-going national recruiting research as to what is working and not working. We debunked many recruitment, hiring and retention myths. Examples are dot.coms as competitors; job fairs and blanket recruiting; the time lines and complications of traditional hiring processes; and "3 at 50" benefit claims of increasing retention. We researched private sector employers as well as government public safety. Our research is constantly updated.

In our most recent study we interviewed 328 public safety candidates, 126 in detail, for what recruits are looking for in an employer. We interviewed training managers; apprenticeship trainers (FTO's); and organizational command officers as to "Why they lose qualified candidates?" Equally as important is, "When do you lose the qualified candidate?"

We provide pre-seminar worksheets for fact gathering to make the seminar useful to your agency. Our 43 page copyrighted seminar workbook lays out strategies and results oriented plans for addressing each of the 3 staffing elements of successful organizations. We are constantly updating our reference materials with new information and are not handing out generalized data that is years old.

Our hiring processes section covers the traditional methods and offers suggestion on rethinking screening processes and procedures, WITHOUT LOWERING STANDARDS.

We use commercial videos demonstrating the real reasons why public safety employees join and leave an organization, money is only part of the problem.

We have practical, low or no cost, methods of marketing and how to use the internet more effectively. We have researched and offer the links to 26 public safety employment sites.

At the end of the seminar, every participant receives our informative and easy to apply "101 no or low cost rewards" for public safety employees.

Our seminar is dynamic and involving for everyone. Participants who have attended other recruitment, hiring and retention programs have rated us the best, with the most practical information and useful back-at-home instruments.

We demonstrate how you can create your own recruitment, hiring improvement and retention plans. Or, we can offer you a low cost, effective and measureable program customized to your agency. In some cases we can show you where to find the money to fund these strategies.

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