Beyond compensation: evolving law-enforcement recruitment and retention strategies

Purpose Public safety organizations face challenges in recruiting new personnel and maintaining staffing levels. This study examines how law-enforcement agencies, in collaboration with local government leaders, adapt recruitment and retention strategies in response to increased public scrutiny, the effects of COVID-19 and evolving workforce values. Design/methodology/approach The research is based on 48 semi-structured interviews with Arizona law enforcement and local government officials, exploring perceptions and organizational practices regarding recruitment and retention. It aims to identify key barriers and differentiate evolving strategies used by agencies and leaders. Findings Recruitment strategies are shifting to appeal to the generation entering the workforce, focusing on improving hiring process efficiency, improving compensation packages and emphasizing employee development and well-being as key retention cornerstones. These findings highlight the fact that successful recruitment and retention efforts extend beyond financial incentives, encompassing organizational culture and operational flexibility, with local government leaders playing key partnership roles. Originality/value This study explores the multifaceted approaches agencies are adopting to address personnel challenges. By examining evolving strategies and their perceived effectiveness, the research guides leaders and policymakers to develop responsive and sustainable workforce policies. The sample, from a large Southwestern state, encompasses diverse perspectives and experiences, from large urban to smaller rural agencies.