Year after year, police agencies across the nation continue to see a drop in the number of applicants applying to work in the police profession. Recruitment practices that once worked are no longer attracting applicants to the profession charged with providing security to members of their communities. This research examines the police recruitment process regarding applicant attraction and generational motivation and how recruiters can update police recruitment models. This thesis synthesizes the predictors of applicant attraction and motivation factors, called recruitment predictors, as the foundation of any police recruitment practices. The research also indicates there are no recruitment process models available that provide police organizations with guidance on influence, evaluation, and correction during the recruitment process. This thesis provides this guidance by building a conceptual systems theory framework for the recruitment process. This framework synthesizes recruitment process research into an all-encompassing process model. With these factors changing over time, this framework, the recruitment predictors, and practices utilizing recruitment predictors can be reviewed, analyzed, and corrected by police organizations to allow the best opportunity to attract and maintain applicants throughout the recruitment process.Civilian, Amarillo Police DepartmentApproved for public release. Distribution is unlimited
