When it comes to hiring police officers, clicks don’t count. For too long, law enforcement agencies have been given marketing reports full of “web traffic,” “social impressions,” and “engagements.” But in a profession that can’t afford vacancies, those metrics aren’t enough.
At SAFEGUARD Recruiting, we don’t just measure success, we define it by hires. Here’s why it’s time to move beyond marketing metrics and start tracking what really matters.
The Problem with Clicks
Traditional marketing agencies often promote themselves by showcasing impressions (how many people saw your ad) or click-through rates (how many people clicked it). In the private sector, these numbers may eventually lead to sales but in recruiting, a click means nothing if it doesn’t lead to a qualified candidate or applicant.
We’ve worked with agencies who had previously spent millions on traffic-driven campaigns only to watch their hiring numbers drop.
Why? Because there was no system to turn interest into action.
The Metrics That Matter
1. Candidate Leads
We start with real, verified interest. Our sourcing campaigns don’t just generate clicks; they generate names, contact information, and motivation. These leads are delivered directly to your team in real time through SAFEGUARD Connect.
2. Application Conversion Rate
What percentage of those interested candidates complete an application? With our automatic nurturing process inside our Recruiting System, we see conversion rates as high as 50%.
3. Hire Conversion Rate
Of those who apply, how many make it through your process and get hired? Our clients typically double their previous hiring rates after implementing our Recruiting System.
Why? Because we help agencies communicate consistently with applicants and keep them engaged during the long hiring process typically within law enforcement agencies.
4. Cost Per Hire
Rather than reporting on “cost per click,” we calculate your actual cost per qualified hire. This allows agencies to measure ROI in a way that matters to their budgets and operations.
What Our Data Shows
Here’s what a data-driven recruiting campaign can look like:
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20,000 candidates generated
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10,000 applicants through automatic nurturing
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500 hires using a 5% application-to-hire conversion
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$1,000–$2,000 cost per hire.
These numbers are real. They’re from departments that came to us after failed campaigns and finally saw progress when they shifted from clicks to commitments.
The Bottom Line
Your agency’s success isn’t defined by how many people visited your website. It’s defined by how many people you hire.
That’s why we built our Recruiitng System around actual results.
If you’re tired of web traffic reports with no officers to show for it, we’d be honored to help you measure what matters.
