Informing the recruitment crisis in policing: Evaluating which incentives can entice the best candidates among college students

Abstract

AbstractResearch SummaryScrutiny over the quality of police work continues to increase, at the same time that a recruitment crisis may hinder policing services. Moreover, this crisis exists despite numerous work incentives for officers, which are potentially competitive salaries, early pensions, and legal protections. Using a sample of 604 undergraduate students—a natural recruiting pool for police agencies—this study explores the predictors of students’ interest in a career in policing. In addition, we conducted a randomized survey experiment to identify the effect of work incentives on students’ willingness to apply to be a police officer upon graduation. Specifically, we manipulated the starting salary, years of service until pension eligibility, and the protection afforded against lawsuits. Finally, we tested whether the effect of these incentives differs across the quality of applicants (i.e., grade point average [GPA], ability to pass existing application criteria, and subjective qualities that comprise honesty, teamwork, and compassion) and their preexisting interest in a career in policing. We found that students are generally uninterested in becoming police officers, particularly when their GPA is high. Though the starting salary was the most impactful of all incentives, some lawsuit protection is key for enticing the best students. In contrast, conditions for pension had only modest if any effects.Policy ImplicationsRecruiting is key to improving the quality of policing, particularly when many potential candidates are overlooking the career. However, research on the causes and consequences of police recruitment strategies is limited. This study implements rigorous research methods to investigate how to increase the pool of high‐quality applicants to police agencies. Findings support sensible and potentially cost‐effective policy decisions in regard to police recruiting, which should focus on increasing the starting salary, and on more effectively communicating the value of other existing benefits of the career that comprise lawsuit protection and attractive pension plans.