U.S. Customs and Border Protection’s Post

Select the link below and the. Toggle through the options.

👉 I had another great discussion with Jason Litchney at All-Star Talent Consulting regarding recruiting strategies for law enforcement agencies. Jason offered insights on what the most important factors are when it comes to attracting top talent for your department. 🙏 Thank you, Jason, for participating and sharing fascinating information about yourself and your organization. ✅ Here are key takeaways from our discussion: - Understand what top talent for your organization looks like - Understand how they became attracted to your organization and what keeps them there - Know who you're targeting, how to target them, and what your value proposition is 👉 Guardian Alliance We help law enforcement agencies hire the best candidates in record time. Learn More: https://lnkd.in/g2iQj65d What do you think are the most important factors to attracting top talent for the law enforcement profession? Sam A. Scott Marshall Gregory Martin travis curry Jacob M. James Doll, MPA #jobsearch #humanresources #marketingandadvertising #guardian

Considering a policing career, but not sure where to start? 👮♀️ 👮♂️ ✔️ Listen in as CST. Elmquist chats about: ▶️ How no 2 days can be the same as a police officer ▶️ What types experiences you'll have and much more Applicants are encouraged to do their research and attend a FREE Info Session first. You can directly connect with EPS Recruiters, and our office is here to help with any questions you have! #yegcareer #policingcareer #JoinEPS

The White House has officially recognized April as Second Chance Month! But what does that mean exactly? Second Chance Hiring (along with Fair Chance Hiring) refers to the policies and practices aimed at eradicating biases toward justice-involved applicants. However, there is actually a distinction between the two. Let’s break it down: 📌 Fair Chance Hiring encompasses a broader range of policies that focus on removing discriminatory barriers during the hiring process.  → This could look like delaying background checks until after a job is offered, or completely omitting questions about criminal records during the application process. 📌 Second Chance Hiring takes a narrower scope, by intentionally providing a road to employment for folks who were previously incarcerated. →  This might include educational partnerships and reentry programs within correctional institutions, or businesses that specifically offer employment opportunities to justice-involved workers. And while the distinctions between Fair Chance Hiring and Second Chance Hiring are nuanced, it’s worth noting that they share a similar goal: Remove discriminatory barriers in the hiring process and advocate for equal employment opportunities. By implementing these practices, we all benefit from a more inclusive, equitable, and resilient workforce. #SecondChanceMonth #SecondChanceHiring #FairChanceMonth #FairChanceHiring 

Yes, I can imagine! I envisioned a change after almost six years in one police department, and I made it happen. Sure, there are some challenges to navigate, like adjusting to different shift schedules and adapting to a new team dynamic. Losing some of the seniority you've built up can sting a bit, too. But hey, every challenge is an opportunity for growth. Despite the initial adjustments and the occasional mix-up with the radio codes, I'm embracing this change with open arms. And yes, I miss my old crew and familiarity with my old department, but there's something invigorating about stepping into a new role and expanding my horizons. Plus, every department has its own unique culture and traditions. And here’s a piece of advice: stop listening to outside influences and politics. Things are sometimes not what they seem to be. So, to all my fellow officers contemplating a change: don't hesitate to take the leap. You might thrive in your new environment, armed with fresh perspectives and experiences to enrich your journey. And hey, if all else fails, at least you'll have plenty of entertaining stories to share at the next department potluck. 🍩 👮🏾♂️ Now stop playing games and hit that apply button.

High profile recruiting move by the Pennsylvania State Police! What's your agency's strategy for getting great people on your team? Quality policing in your community begins with recruiting & hiring. How can we help?

The terms ‘Fair Chance Hiring’ and ‘Second Chance Hiring’ are often used interchangeably. And while they both serve the purpose of eliminating employment bias for justice-involved workers, the approach is *slightly* different. In honor of Second Chance Month, we want to highlight the nuances between these two important hiring practices – and how they lead to a more inclusive workforce.

Police Foundations is one of the only programs that offers an inside scoop into Police Career Prep (including the hiring process) in a way that develops an individual in a personal and professional manner, without enabling or over-helping. But not everyone wants to take Police Foundations. And--Police Services will often encourage applicants to take other programs in order to have diverse and well rounded officers. Our programs were designed for applicants looking for professional development that builds leadership skills, applicants who have a 4-year degree in another field and they want information on the Police hiring process, applicants who want to stand out and applicants who are switching careers and want to brush up on interview skills. https://lnkd.in/gaFtcCyK

🚨 🚨 Upcoming Indiana State Police Hiring Seminars! 🚨 🚨 These seminars are geared to ensure applicants, future applicants, or interested individuals learn how to be best prepared and succeed in the selection process. While this seminar is constructed towards ISP, most information that will be offered is applicable and beneficial for the Criminal Justice field and beyond. #ISP #hiringourheroes

Applied Police Briefings Update #5. Attention police recruiters!!! For this update I'd like to highlight the excellent brief prepared by Rylan Simpson, Ph.D., which appears in the first issue of APB (https://lnkd.in/ej4xS5MW). The title of the brief is, Police Recruitment Videos and their Relevance for Attracting Officers. You can access it directly here: https://lnkd.in/epksS3_b. Rylan makes a number of excellent points in his brief. (1) Police recruitment videos are a widely used and highly salient form of police marketing. These videos can attract prospective applicants, communicate information about a policing career with a given agency, and help prospective applicants to assess their potential fit with that agency. (2) Police agencies tend to highlight the more thrilling and high-risk elements of policing in their recruitment videos rather than the more community-oriented and low-risk elements of policing. (3) The content of recruitment videos could impact who decides to pursue policing careers, the behaviour of officers once hired, as well as officer satisfaction and retention. Police leaders should pay careful attention to the content of their recruitment videos. Rylans's brief is another great example of the wonderful work is he is doing to try and improve policing. Kirk Luther and I really appreciate your important contribution to ABP, Rylan!