Page 12 - TPA Journal September October 2022
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candidates in the eyes of the older generations. We should look into what else a
generation, they are currently the largest pool department can offer to a potential applicant
of potential applicants. The under 35 aside from a generous salary. A 2010 study
generation have now surpassed Generation by the Rand Corporation recommended
X to become one of the largest segments of offering such non-salary focused enticements
the work force (Pew as more frequent promotions; visible and
well defined career ladders and access for
Research Center, 2010). If organizations are employees to work out facilities. Additional
to succeed, managers need to adopt effective salary-focused financial incentives
leadership and management styles that align can include increased pay for higher levels
with the values and complement the work of training or professional certification along
styles of younger employees (Thompson & with educational incentives such as tuition
Gregory, 2012). These organizations should reimbursement or student loan repayment
use targeted recruiting practices in an effort (Rand, 2010).
to attract more applicants from the younger
generations. Large agencies like the New York City Police
Department (NYPD) faced an exodus of
baby-boomers who had reached their 20
POSITION years of service. In the face of this staffing
shortage, the NYPD successfully adopted
There is an ongoing law enforcement strategies in an attempt to retain the officers
recruitment crisis that is likely to increase in and stem the loss with benefits such as
severity if the assessment that Millennials and retention bonuses and other incentives
the younger generations are now far less (Wilson, Dalton, Scheer & Grammich, 2010).
likely to stay at their jobs or with a specific These additional benefits need to be clearly
agency until retirement is correct (Smith, defined in the job posting in order to attract
2016). Agencies need to consider how best those candidates who may find them
to appeal to a potential under 35 generation appealing. The under 35 generation uses the
candidate. Law-enforcement agencies internet to search for jobs more than previous
typically lack the resources and expertise to generations. An agency’s generic job posting
collect and assess data needed to develop which does not list all the potential benefits
strategies for their own personnel planning will not be seriously considered by the
needs (Rand, 2010). To resolve this, we must younger generations.
consider what we know about desires for
personal lives and their professional lives The under 35 generation places a high value
generally expressed by those in the target age on the work they do which contributes to
range. To most of the under 35 generation, society and in the recognition they receive
time off is of greater importance than the for their role in doing so. The younger
amount of money they make (Rand, 2010). generations desire jobs that allow them to
This makes recruiting by only focusing on the make a meaningful contribution to society. If
potential salary difficult with the younger they perceive the job has no or even negative
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