In the realm of police recruiting, lateral bonuses have become a common strategy for agencies trying to bolster their ranks. However, there are significant considerations and implications associated with this approach.
Understanding Lateral Bonuses
Lateral bonuses are financial incentives offered to experienced officers who transfer from one department to another. They have been a conventional method for agencies to attract talent from neighboring jurisdictions. However, the reliance on these bonuses raises questions about the long-term sustainability of this approach.
The Appeal of Quick Fixes
Many agencies are tempted to rely heavily on lateral bonuses as a quick fix for staffing shortages. The idea is simple: offer a substantial financial incentive, and officers will move from one department to another. While this strategy can yield immediate results, it often neglects the underlying issues of recruitment and retention.
Short-Term Solutions vs. Long-Term Strategies
As Doug Larsen from SAFEGUARD Recruiting points out, the reliance on lateral bonuses can create a cycle where departments continuously poach from one another without addressing the core problems. This method may fill positions temporarily but does not expand the overall pool of candidates. The challenge lies in balancing the immediate need for officers with the necessity of a comprehensive recruitment strategy.
Potential Issues with Lateral Recruitment
While lateral bonuses can attract seasoned officers, there are several potential pitfalls that agencies need to consider:
- Motivation for Leaving: Officers who choose to lateral may be leaving their current positions for specific reasons, such as dissatisfaction with their department. This can lead to recruiting individuals who may not be a good fit for the new agency.
- Cultural Integration: New officers from other departments may struggle to integrate into the culture of the new agency, which can create friction and impact team dynamics.
- Temporary Fix: The influx of laterals may provide a short-term solution, but without a solid recruitment strategy, agencies may find themselves in the same position again in a few months.
The Cost of Lateral Campaigns
Running lateral recruitment campaigns can be more expensive than anticipated. Agencies must consider the costs associated with enticing experienced officers to move, including relocation expenses and the bonuses themselves. Larsen emphasizes that the pool of lateral candidates is far smaller than that of new recruits, making it a more challenging and costly endeavor.
Balancing Lateral and New Recruit Strategies
A successful recruitment strategy should include a mix of both lateral and new recruits. While laterals can be beneficial for filling immediate gaps, agencies should not rely solely on them. A balanced approach allows departments to benefit from the experience of lateral hires while also investing in new recruits who can grow within the agency.
The Role of Referral Programs
One effective strategy that can complement lateral hiring is the implementation of robust referral programs. Encouraging current officers to refer potential candidates from their networks can yield high-quality leads. This method not only helps identify candidates who are a good cultural fit but also reduces the costs associated with traditional recruitment methods.
Leveraging Existing Networks
Officers within the department often have connections with individuals in other agencies. By incentivizing referrals, departments can tap into these networks and potentially find candidates who are not actively looking to move but may be interested in new opportunities.
Conclusion: A Holistic Approach to Recruitment
Lateral bonuses can be a useful tool in the police recruitment arsenal, but they should not be the sole strategy employed by agencies. A comprehensive recruitment plan that includes lateral hires, new recruits, and referral programs will yield better long-term results. As the landscape of policing evolves, so too must the strategies used to recruit and retain talent.
Ultimately, the goal should be to create a sustainable recruitment model that not only fills vacancies but also fosters a strong, cohesive department culture. By understanding the dynamics of lateral bonuses and integrating them into a broader strategy, agencies can better navigate the challenges of modern police recruiting.
