RESEARCH
Thick Red Tape and the Thin Blue Line :
A Field Study on Reducing Administrative
Burden in Police Recruitment
Historically , police agencies had little problem attracting sufficient applicants to fill their vacancies . For more than a decade , police agencies across the United States have experienced increased difficulty recruiting qualified candidates . Between 2014 and 2017 , the Los Angeles Police Department experienced a 28.9 % reduction in applications .
The problem of having fewer candidates is compounded by the long , difficult selection processes agencies utilize . These hurdles often dissuade individuals from seeking positions . Unfortunately , many of the individuals choosing to opt out of the process are likely to be the most qualified applicants who have other lucrative opportunities available to them .
The difficulty associated with seeking a government jobs is seldom examined in the academic literature . This study analyzes how reducing the administrative burdens and hurdles in the selection processes can lower the number of candidates dropping out of the process .
Common responses from candidates who drop out of the selection process include lack of clarity in the application , length of the application process , and lack of support from personnel . The administrative burden associated with going through the selection process can be divided into three categories :
• Learning Costs – Issues that make it difficult for candidates to learn about job opportunities , eligibility and how to access them .
• Psychological Costs – Tasks that make it difficult for candidates to participate in the processes .
• Compliance Costs – Processes that cause stress from the candidate ’ s perception of whether they belong in the process .
Reducing red tape associated with recruiting and hiring new officers by simplifying forms , language , and processes can minimize unnecessary ‘ friction ’ they cause for candidates .
Recognizing the various administrative burdens associated with the selection process , this study analyzed changes made in the Los Angeles Police Department selection processes and describes the outcome of their effort to reduce these barriers . Prior to 2017 , candidates were required to complete nine separate tests . The application process took an average of 172 days for candidates to successfully complete . In 2015 the agency transitioned to a shorter , standardized application form that was easier to complete . Switching to this history statement resulted a 5.5 % increase in the likelihood of being appointed to the academy with no impact on the quality of the candidates . Applicants who participated in expedited testing where they completed multiple assessments on the same day were found to be more likely successfully complete the selection process and be appointed . At the same time , elimination of the
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