One of the things we love about working with agencies across the country is the diversity in processes and techniques we find in agencies. This is one reason we can guarantee that your agency can be fully staffed—we know what works based on what we have seen.
We recently onboarded a client that wanted the first step in the hiring process to be an in-person hiring event. They had seen some success in the past and once we analyzed their effort, we knew it was a potential game changer.
The Problem
We continur to discuss the dangers of too many touchpoints because it’s a recipe for disaster. Whether agencies want to acknowledge it or not, the more difficult you make the process, the more difficult it is to recruit successfully. If the first contact with an interested candidate is an exhaustive application, good luck. Add a ridiculous registration page on top of that application and you will see just a 10% application rate based on initial candidate interest.
We don’t say that to be critical. We have data from hundreds of campaigns that show that.
The fix is easy but not always simple with historical practices…make the application process easy with a personal touch. A phone call in the first 24 hours of interest can improve application rates by 20% and a seamless application can push that application conversion to over 50%.
This is where the hiring event comes in.
Our client is calling every interested client and scheduling them for a 2-4 hour event where they can complete the majority of the hiring process. It checks a lot of boxes:
- Personal contact
- Application
- Test
- Physical Fitness Test
- Conditional Job Offer
Most agencies spend 6-9 months taking candidates through that process!
Momentum Matters
Qualified candidates are being recruited from all angles — law enforcement, corrections, fire service, and the private sector. If your process takes weeks just to begin, they’ll move on. By consolidating testing and extending conditional job offers on the same day, agencies capitalize on momentum while interest is at its peak.
Reduces Drop-Off Rates
The longer the delay between contact and offer, the higher the candidate fallout. Agencies that wait for background checks or secondary interviews before signaling intent often lose their best prospects. A conditional offer delivered up front builds commitment and gives your agency leverage to retain interest through the next phases.
Boosts Perception of Agency Efficiency
Candidates want to feel that the agency they’re applying to is organized and decisive. A hiring event that allows them to walk away with a clear path forward reinforces that your department is modern, prepared, and values their time.
Improves Diversity and Reach
For candidates traveling from out of area — particularly lateral transfers or military veterans — compressing multiple steps into one day minimizes the logistical and financial burden. This creates a fairer, more accessible opportunity for a wider pool of talent.
Data Shows Higher Conversion
Our recruiting campaigns have shown significantly higher application-to-hire conversion rates when tied to this one-day model. Agencies that pair Day One testing with automatic follow-up and candidate nurturing (like what’s built into SAFEGUARD Connect) retain more applicants and shorten their time to hire.
Sets the Tone for the Culture
Law enforcement today is about adaptability, readiness, and action. When your hiring process reflects those values, it signals the type of department you are — and want to be. Making early offers isn’t about skipping steps; it’s about being deliberate with them.
Final Thought
If you’re considering moving to a “Day One” recruitment model, SAFEGUARD Recruiting can guide you through every step — from candidate generation to technology support and recruiter training. We understand law enforcement because we are law enforcement. Let’s get you staffed.
