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Telecommunications officers
Telecommunications officers - Page 13
Recruitment and Retention Study Series: Telecommunications Officers
Table 1 Recruitment Techniques and their Perceived Effectiveness
Technique Number Using % Using Average Effectiveness Rating
( 0 to 9)
Word of mouth 112 94.0 % 6.53
Newspaper 96 80.7 % 5.14
Personnel listings 87 73.1 % 4.99
Internet 72 60.5 % 3.79
Community College 54 45.4 % 2.74
Auxiliary/ Reserve
Force 53 44.5 % 3.11
Job Fairs 49 41.1 % 1.94
Radio/ TV 45 37.8 % 1.42
Police Corps 39 32.8 % .77
Note: Survey respondents were encouraged to select all recruitment techniques which were utilized by their agencies, thus
percentages do not equal 100.
When asked to explain the most beneficial recruitment strategies the respondents overwhelmingly
noted that word of mouth was the most effective technique. It was even more effective when the
telecommunicators personally knew the potential applicants and discussed open positions with
individuals who were already employed in law enforcement, fire and emergency services positions.
Several respondents noted that newspapers were effective for generating a large applicant pool but on
many occasions these applicants were not highly qualified or in some cases ineligible because of
existing criminal histories.
Only 23 ( 19.3%) respondents noted that their respective offices currently have a backlog, or waiting
list, of potential applicants. Of those agencies that do maintain waiting lists the number of individuals
on these lists ranged from one to 211 with the average size of the telecommunicator backlog being
14.4 applicants.
Title Telecommunications officers
Creator Yearwood, Douglas L.
Contributor North Carolina. Governor's Crime Commission.
North Carolina. Sheriffs' Education & Training Standards Commission.
North Carolina. Criminal Justice Education & Training Standards Commission.
Subjects Police--Recruiting--North Carolina
Communication in law enforcement--North Carolina
Employee retention--North Carolina
Description "January 2004."
Publisher N.C. Sheriffs' Education & Training Standards Commission; N.C. Criminal Justice Education & Training Standards Commission; N.C. Governor's Crime Commission
Agency-Current North Carolina Department of Public Safety
Physical Characteristics vi, 19 p. : col. ill. ; 28 cm.
Digital Characteristics-A 254 KB; 25 p.
Series Recruitment and retention study series
Related Items Also available via the World Wide Web in PDF.; http://www.ncgccd.org/PDFs/pubs/nccjac/rrsstel.pdf; http://worldcat.org/oclc/57334860/viewonline
Pres File Name-M pubs_telecommuncationsofficers012004.pdf
Title Telecommunications officers - Page 13
Full Text Recruitment and Retention Study Series: Telecommunications Officers ________________________________________________________________________ 5 Table 1 Recruitment Techniques and their Perceived Effectiveness Technique Number Using % Using Average Effectiveness Rating ( 0 to 9) Word of mouth 112 94.0 % 6.53 Newspaper 96 80.7 % 5.14 Personnel listings 87 73.1 % 4.99 Internet 72 60.5 % 3.79 Community College 54 45.4 % 2.74 Auxiliary/ Reserve Force 53 44.5 % 3.11 Job Fairs 49 41.1 % 1.94 Radio/ TV 45 37.8 % 1.42 Police Corps 39 32.8 % .77 ________________________________________________________________________ Note: Survey respondents were encouraged to select all recruitment techniques which were utilized by their agencies, thus percentages do not equal 100. When asked to explain the most beneficial recruitment strategies the respondents overwhelmingly noted that word of mouth was the most effective technique. It was even more effective when the telecommunicators personally knew the potential applicants and discussed open positions with individuals who were already employed in law enforcement, fire and emergency services positions. Several respondents noted that newspapers were effective for generating a large applicant pool but on many occasions these applicants were not highly qualified or in some cases ineligible because of existing criminal histories. Only 23 ( 19.3%) respondents noted that their respective offices currently have a backlog, or waiting list, of potential applicants. Of those agencies that do maintain waiting lists the number of individuals on these lists ranged from one to 211 with the average size of the telecommunicator backlog being 14.4 applicants.