If you’re here, you are likely familiar with our philosophy on law enforcement recruiting, but you may not be familiar with coaching in police recruiting. Once we steer agency processes in the right direction and leverage our technology, applications, and hires, the police recruiting success follows.
We’ve seen it over and over, and we are so confident in success that we offer a “money back” guarantee if an agency utilizes our proven recruiting system.
While our system works, you have a chance to put gasoline on your efforts.
Doug Larsen, the COO of SAFEGUARD Recruiting, is an expert in law enforcement recruiting, but he’s also a big college football fan. In our latest podcast, he mentioned the idea that coaching in police recruiting can lead to success.
Today’s candidates don’t just want a job. They expect a career, a connection, and a place where they matter. You can’t just throw vacancies out there and hope for the best. You’ve got to get personal and get involved, as a college football coach does.
Coaching in Police Recruiting
Building Relationships That Last
Think about sports recruiters. They don’t cold-call and disappear. They nurture, follow up, and get to know prospects as people, not just as candidates.
Key Actions:
Initiate Contact Early: Don’t wait for them to come to you. Reach out as soon as possible. Share details about your agency, the mission, the team, and how the candidate or applicant will thrive.
Multiple Touchpoints: Start with emails, but don’t let it stop there. Calls, SMS, even face-to-face meetings show you care.
Get Personal: Remember the candidate’s family, interests, and background. Next time you talk to them, ask about ntheir family, their life and what;’s important to them.
Coaches don’t just sit at their desk waiting for interested recruits. They reach out, and meet the athletes where they are. They answer questions and they help recruits navigate their concerns. Law enforcement agencies should do exactly the same.
Leverage Technology
Most law enforcement recruiters have other duties and they can’t devote the time that a coaching staff may have on recruiting so we advocate leveraging technology.
Conclusion
Coaching in police recruiting is the difference between filling seats and building a team. Technology and process will drive volume, but coaching drives commitment. When candidates feel seen, guided, and valued, they don’t just apply; they stay engaged through the long, complicated hiring process, and they show up ready to invest in the profession.
The agencies winning today aren’t the ones posting the most job ads. They’re the ones acting like coaches. They initiate early contact, maintain consistent touchpoints, and build real relationships with the candidate and the people who influence them. They don’t treat applicants like transactions. They treat them like future teammates who need clarity, confidence, and someone in their corner.
Here’s the reality: most recruiters don’t have the time to coach at scale, and that’s exactly why technology matters. SAFEGUARD Connect doesn’t replace the human element; it protects it. Automation handles reminders, follow-ups, 24/7 support, and routine communication, so your recruiters can focus on moments that require trust, credibility, and personal connection.
If your agency wants recruiting success that’s repeatable, measurable, and sustainable, adopt the mindset and discipline of coaching in police recruiting and use the tools that make coaching possible every day, even when your team is stretched thin.
This is why we built SAFEGUARD Connect.
With automated messaging, AI Chatbots, and a mobile app, police recruiters can communicate 24/7, ensuring no candidate is left behind. Once you think like a coach, you will be the recruiter that your agency needs.
Set up a demo today and staff up tomorrow.
