In the world of police recruitment, the process can often feel overwhelming and convoluted for potential applicants. However, some departments are finding success by simplifying their approach. One such approach involves minimizing touch points in the recruitment process.
A Success Story
We recently had a conversation with a recruiter with a similar story. He was the only full time recruiter and their agency was looking to come back to full staffing. He had been receiving 20-40 applications a month and that fact stood out to us. With an agency this size along with just one employee recruiting, that was a lot of applications.
How was it happening? First, the recruiter is doing a great job which included using an Applicant Tracking System and making direct contact with each candidate on a timely basis but something else stood out.
Understanding Touch Points in Recruitment
Touch points are the various interactions that a candidate has with the recruitment process. The more touch points involved, the more complicated and confusing the process can become for applicants. This results in a higher likelihood of candidates dropping out before completing their applications.
In many recruitment scenarios, applicants are required to navigate multiple websites, fill out various forms, and wait for confirmations, all of which can be daunting. This is where the concept of limiting touch points becomes crucial. By reducing the number of steps in the application process to just one, this recruiter has successfully increased their application rates.
The Importance of Simplifying the Application Process
When candidates are faced with an overwhelming application process, it can lead to frustration and disengagement. The recruiter’s success can be attributed to the simplicity of his method. Instead of requiring candidates to fill out a lengthy application before they can even schedule a test or register at an outside website, his department allows candidates to schedule the test first and that test its scheduled at the very first touch point with the candidate.
The CEO of SAFEGUARD Recruiting, Doug Larsen, emphasizes that each additional touch point increases the chances of losing a potential applicant. After working with hundreds of clients, Larsen said that his data shows that if that recruiter had added just one more touch point, his applications would have been reduced by 50% and a third touchpoint could take that down to 30%.
Why One Touch Point Works
The success of the one touch point approach lies in its effectiveness. By allowing candidates to express interest and immediately schedule a test, the department eliminates unnecessary steps that could deter potential applicants. This streamlined process is akin to the one-click purchasing system developed by Amazon, which revolutionized online shopping by simplifying the buying process and made Jeff Bezos one of the richest men on the planet.
In the case of police recruitment, this method allows departments to capture candidates’ interest quickly and efficiently.
Challenges Faced by Many Departments
Despite the success of this approach, many departments face challenges that prevent them from simplifying their recruitment processes. Often, HR policies and existing software systems create roadblocks that complicate the application process. Some departments require candidates to fill out extensive applications before they can even test, which can deter applicants who are already feeling overwhelmed.
For example, one large department has a lengthy application process that can span fifty to sixty pages. While they may believe that this thoroughness indicates seriousness, it can actually discourage candidates who feel that the demands are excessive. It’s essential for departments to understand that while they want to assess interest, they also need to make the process manageable for candidates.
Finding a Balance
There must be a balance between the department’s needs and the candidates’ experience. Departments should strive to create a recruitment process that is mutually beneficial. Candidates should feel valued and engaged, while departments should be able to efficiently gather the necessary information to evaluate potential recruits.
Conclusion
The success of this agency highlights the importance of simplifying the police recruitment process. By limiting touch points and focusing on creating a streamlined application experience, departments can significantly increase their applicant rates. It’s crucial for law enforcement agencies to adapt their strategies to meet the needs of potential candidates, fostering a more engaging and efficient recruitment process.
As we move forward, let’s continue to explore innovative solutions that can enhance police recruitment efforts across the country. By prioritizing the candidate experience and minimizing barriers, we can ensure that the best candidates are not only interested but also engaged in the recruitment process.
If you would like a free consultation on how you can streamline your recruiting efforts, reach out to us.
