How to Recruit and Retain Police Officers

In law enforcement, your ability to serve starts with your people. Skilled, dedicated officers keep citizens safer, build community trust, and impact agency culture. The challenge is retaining your best officers and finding quality recruits.

Recruitment and retention today is more than an HR challenge. It’s a public safety crisis. For many agencies, understaffing is the rule, not the exception. According to a 2024 IACP survey, nearly 10% of agencies are short-staffed.

Chronic understaffing has serious consequences over time. It adds extra work for existing staff, which accelerates burnout and hurts morale. It reduces services and increases response times. In fact, 65% of departments have cut back services or specialized units due to staffing challenges, according to the same IACP survey.

To protect your community and empower your staff, your agency needs proven recruiting and retention strategies. It’s time to try something new. From modernizing your hiring practices to investing in officer wellness, it’s time to rethink recruitment and retention from the ground up.

The Current State of Recruitment and Retention

The recruiting and retention crisis in law enforcement isn’t news, but it is getting worse. Agencies across the country struggle to fill positions, and the impact is felt on the streets and in departments. In the 2024 IACP survey, more than 70% of respondents reported that recruitment is more difficult now than five years ago.

The problem isn’t just finding new recruits—it’s keeping them. A Police Executive Research Forum (PERF) survey found that officer resignations increased by 18% and retirements by 45% between 2020–2021. Most attrition occurs within an officer’s first five years, before they’ve fully developed the experience and confidence that make them long-term assets.

Why do officers leave? Burnout is often cited as a primary reason. Long shifts, mandatory overtime, public scrutiny, and administrative strain all take a toll. Retaining seasoned officers is typically easier, so agencies must prioritize wellness, flexible shift scheduling, and more.

But that doesn’t mean forgetting about new recruits—early engagement and mentorship go a long way. Let’s explore some proven methods for effective recruitment.

Methods for Recruitment

Recruiting the next generation of officers requires modernization and outreach. Many agencies are finding success by adapting to cultural shifts and meeting candidates where they are.

Policy Updates

According to the 2024 IACP survey, loosening restrictions on tattoos, facial hair, and grooming standards has helped broaden the pool of qualified applicants—especially among younger candidates who value individuality and authenticity.

Targeted Campaigns

Beyond policy updates, targeted marketing and social media campaigns have become necessary tools. With geofencing and retargeting ads, you can reach recruits in specific areas or demographics while showcasing real stories of service and impact. In-person recruitment events are still important, giving applicants a chance to meet officers, ask questions, and build trust.

Youth Programs

For long-term recruitment, consider developing youth pipelines such as the Law Enforcement Exploring program, which allows students ages 10–20 to interact regularly with local officers. These relationships help young people see policing as a viable career—and a future worth pursuing.

Professional Development

For some candidates, policing is more than a job. It’s a career and a calling. By offering specialized training, mentorship programs, and clear promotional pathways, you help recruits envision a future with your agency. Not only does this appeal to applicants seeking stability and advancement, but it positions law enforcement as a profession with long-term opportunity.

Check out our article about recruitment challenges and solutions for more recruiting strategies.

During the Hiring Process

Recruitment doesn’t end with an application or offer letter. In fact, your hiring and onboarding process can impact how long new officers stay with your agency.

Creating a positive candidate experience starts with clear and consistent communication. Agencies should keep applicants informed throughout the hiring process, provide frequent feedback (even if the applicant is rejected), and maintain a database of qualified candidates for future openings.

Once hired, onboarding should be personalized and proactive. Pairing recruits with experienced mentors, offering regular coaching, and checking in weekly can make a lasting difference. The goal is to build connection and confidence early on, helping new hires navigate the physical and mental demands of the job.

When you invest in hiring and onboarding, you build loyalty, resiliency, and proficiency. And those traits are strong foundations for retention and long-term success.

Methods for Retention

Retention is hardest in the first five years of service, so early engagement is critical. By taking a tactical, people-first approach, your agency can reduce burnout and turnover.

It starts with training. With tools like Field Training Online, you can simplify training for FTOs and ensure recruits are ready for the physical and emotional demands of the job.

The retention and mental health crises in law enforcement are inextricably linked together. As such, it’s important to provide and promote mental health programs, as well as normalize conversations around wellness.

At our ENGAGE 2025 conference, the PTSD and Workplace Wellness session created space for honest dialogue about mental health in 911 communications. Brandon Skogen—a PCSO supervisor with 20 years of experience in dispatch and fire/EMS—shared his story, as well as strategies for emotional wellness.

One strategy was providing regular check-ins with officers, which help identify stressors before they escalate. Investing in modern, connected software (like our Public Safety Suite) reduces administrative loads, eliminates silos, and improves resource allocation. Added benefit: the next generation of officers is attracted to innovation.

Ultimately, the key to retention is culture. By instilling purpose, supporting career growth, and prioritizing mental well-being, you will accomplish two things: retain officers and empower them to serve your community.

Check out this IACP resource for even more recruitment and retention best practices.

Next Steps

Recruitment and retention has become one of the most urgent challenges facing law enforcement today. Offering competitive benefits and incentives can help attract and retain top talent, but many agencies operate on limited budgets.

Fortunately, the tactics in this article—from improving the candidate experience to investing in agency culture—provide creative solutions beyond “throwing money at the problem.”

Another creative solution is investing in software built for law enforcement, like CentralSquare. Our Public Safety Suite helps agencies do more with less resources. The perfect solution for understaffed agencies.

Our connected, cloud solutions help agencies protect their officers and their communities. Improve operational efficiency. Reduce administrative strain. Give officers better situational awareness during emergencies. By simplifying workflows and improving collaboration, the Public Safety Suite lets your team stay on mission: serving your community safety and effectively.

Schedule a discovery call today to learn how CentralSquare helps your agency attract the next generation of law enforcement and keep your officers around longer.