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interdisciplinary model of applicant attraction strategies from the organization perspective.
The applicant attraction strategies component of the Rynes and Barber Model outlines
three general strategies for enhancing applicant attraction: (a) improving recruitment practices,
(b) targeting non-traditional applicants, and (c) modifying employment inducements.
Based on economic and sociological field research, the authors suggest that applicanttargeting
strategies and monetary and non-monetary inducements play a vital role in the
organization’s attempts to attract more, better, or more cost-effective applicants.
Rynes and Barber’s suggestions regarding altering recruitment practices to focus on
applicant attraction strategies has received research attention in the private sector
(Winter, 1996a; Winter, 1996b; Young et al., 1997; Young, Rinehart, & Heneman, 1993).
Examples of recruitment factors that they hypothesized to influence applicant attraction
include the characteristics of organizational representatives, recruitment message
content, recruitment source, and timing of the recruitment activity.
Methods
This research addressed whether inservice police patrol officers, as applicants for the
position of recruit police officer, differ in their reactions to and ratings of job descriptions in
formal position announcements with respect to three independent variables: city residency
requirement, specialization opportunities, and educational reimbursement. To date no
empirical studies have investigated how the mention of such factors as city residency
requirement, specialization opportunities, and educational reimbursement influence the
attraction of job applicants to the position of recruit police officer.
Research Questions
The demographics of police departments are changing. To be successful in recruiting a
representative demographic applicant pool, organizational representatives must construct
and implement police officer recruitment practices (e.g., written or verbal benefits of the
job) that (a) meet the personal needs of the officers, (b) meet the organizational needs of
the police department, and (c) meet the needs of the community being served. Police
officer recruitment and selection may be one of the most critical factors in determining the
overall effectiveness of a police department. It is the officer on the street who interacts
with the public and becomes the police department in the eyes of the citizens. If the officer
makes a positive public impression, the department can expect community support. If the
officer makes an impression that is not positive, the result can be criticism and reduced
community support. All other aspects of departmental operations depend on the quality of
the officers wearing the uniform. Therefore, officer selection is a key factor in determining
overall departmental effectiveness (Schonengerdt & Robinson, 1983).
72 Professional Issues in Criminal Justice Vol 4(3 & 4), 2009