Securing tomorrow

reimagine Police Recruitment

take full control over your recruiting efforts
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The decline in police recruitment is alarming, with many agencies noting reduced applications and candidate quality. While the private sector advances with modern recruitment tactics catering to younger generations, law enforcement remains behind.

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if we don’t take action today, who will protect us tomorrow?
Law Enforcement has seen a 63% decrease in applications over the last 3 years.

Performance Protocol's Recruiting Audit & Academy, drawing insights from Military and Fortune 500 Companies, introduces new paradigms to a stagnant Law Enforcement recruiting field.

For law enforcement agencies collaborating with Performance Protocol, it's imperative to recognize:
1
Law Enforcement recruitment urgently needs modernization, borrowing best practices from diverse sectors.
2
Recruitment is a gradual process, demanding several hiring cycles for tangible results to surface.
3
The initiative’s success hinges on unwavering leadership backing, empowering recruiters to innovate.
Performance Protocol supports agencies to become masters of recruiting through three, exclusive programs developed by some of America’s top recruiters.

recruitment

audit.

Three law enforcement officers meet together to discuss what recruitment strategies to implement at their agency to address the challenge of the police shortage.
Efficiency & Streamlining
Address workflow inefficiencies to optimize recruitment ROI.
data reliability
Enhance decision-making with transparent, accurate recruitment data.
best practices identification
Use historical data for replicable, effective recruitment tactics.
talent analysis
Direct outreach to high-potential segments for competent and diverse hiring pool.
continuous evolution
Establish ongoing monitoring frameworks for the recruitment process, fostering constant refinement.
Download Coaching Executive Brief
A law enforcement vehicle
A businessman explaining to command staff the importance of Performance Protocol's recruitment strategy that addresses the police shortage.

The recruitment

academy.

what agencies gain
1
Practical application of skills such as leveraging data, fostering community ties, and crafting specialized recruitment strategies.
2
In-depth sessions on recruiting military veterans, tapping into their unique proficiencies.
3
Development of actionable plans to uplift recruitment processes continuously.
For more information on the Academy, including the agency, click here to download the Executive Summary.
adopting proven tactics
The program integrates best practices from sectors like the military and private enterprises, renowned for their recruitment prowess.
hands-on learning
Unlike conventional seminars, attendees practice newly learned techniques in real-time scenarios, also receiving essential tools for instant application at their agencies.
industry expertise
The academy boasts instructors with significant successes in recruiting for elite entities like the US Navy and Fortune 500 companies.
Completing the academy not only certifies recruiters but signifies their dedication to fostering a dynamic, inclusive, and proficient law enforcement workforce, poised to serve communities effectively.
Download executive summary
A recruiting officer standing outside a police recruiting convention that is tackling the police shortage.

recruitment

webinars.

We regularly host a number of free or paid webinars throughout the year just for you.
VIEW Webinars
conversion rate
Skyrocket conversion rates from the typical 1-3% to an impressive 20-40%.
lead
generation
Halve the time taken to identify suitable candidates.
application
quality
Superior candidate quality with specialized recruiting competencies.
time to contract
Streamline your hiring process to 20 days or less
extended retention
Matched candidates to
culture and role often stay approximately three years longer in their positions.
Passive Candidate engagement
Capture up to 73% of passive candidates with professional recruiting.
cost savings
Reduced hiring durations can save organizations significantly.

recruitment

timeline.

conversion rate
1-3 hiring cycles
application quality
1-2 hiring cycles
retention
Observable within 6 months to a few years
cost savings
Evident in 3-6 months
lead generation
As early as 2-4 weeks
time to contract
Within the first hiring cycle
Passive candidate engagement
1-2 hiring cycles
conversion rate
1-3 hiring cycles
lead generation
As early as 2-4 weeks
application quality
1-2 hiring cycles
time to contract
Within the first hiring cycle
retention
Within the first hiring cycle
time to Passive candidate engagement
1-2 hiring cycles
Cost Saving
Evident in 3-6 months
Factors influencing these timelines encompass agency size, regional nuances, job market dynamics, and the synergy between the agency's needs and its recruitment capabilities. Continuous feedback and strategic modifications will expedite the realization of these benefits.
Get Started

about the

instructors.

Lamont Reed, a master instructor and recruiter who is dedicated to addressing challenges with law enforcement and police shortage.
lamont reed
Lamont is a highly accomplished Recruiting/Talent Acquisition Leader with over 30 years of meritorious service in the United States Navy and 7 years of recruitment experience with Amazon. Lamont has trained and directed thousands of recruiters worldwide to effectively source, attract, and retain candidates to fill critical military and organizational needs.
With Amazon, Lamont transformed nine facilities experiencing high volumes of hires. He successfully hired and placed over 100,000 associates and set up newly hired site WFS teams for long-term success.
From there, Lamont became Senior Program Manager for Amazon’s Military Acquisitions. 
In this role, Lamont spearheaded the development and implementation of strategies to build and operate a successful sourcing and recruiting program geared towards Military Veterans and Spouses.
Jason Carlin, a master recruiter who is dedicated to addressing police shortage.
jason carlin
Senior Chief Jason Carlin (RET) boasts an impressive 23-year tenure with the United States Navy and a 6-year recruitment stint at Amazon. In the Navy, he pioneered the Navy Recruitment Sales Methodology and set up a global Sales Trainer Qualification Program.
This initiative trained and qualified over 5,000 trainers and recruiters spanning various industries.

elevate your

recruiting.

Ready to get started? A world of effective recruitment and retention awaits.
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