Abbasi, Sami M. and Kenneth W. Hollman. "Turnover: The Real Bottom Line." Public Personnel Management 29, no. 3(Fall 2000): 333-42. Notes: Available full text through Wilson Web.
Abstract: Explores the consequences and causes of employee turnover, a significant cause of declining productivity and sagging morale in both private and public sectors. Faults hiring practices, managerial style, lack of recognition, and toxic workplace environments as major factors in employee turnover and lends insight into how each contribute.

Barber, Alison E. Recruiting Employees: Individual and Organizational Perspectives. Thousand Oaks, CA: Sage Publications, 1998.Call Number: HF 5549.5 .R44 B367 1998
Abstract: Addresses how recruitment influences organizational outcomes and dileneates three seperate stages of recruitment: generating applications, maintaining applicant status, and influencing job choice. Provides a comprehensive overview of recruitment research literature, covering traditional recruitment topics in detail.

Bradford, David. “Police Officer Candidate Background Investigation: Law Enforcement Management’s Most Effective Tool for Employing the Most Qualified Candidate.” Public Personnel Management (Winter 1998): pp.423-45. Notes: Available full text on Lexis/Nexis.
Abstract: Examines what can happen when hiring practices have been shortcut. It presents three elements of a quality background investigation and five policy development guidelines for producing a background investigation manual and procedure.

Brand, David. "Future of Law Enforcement Recruiting:The Impact of Generation X." Police Chief 66, no. 8(August 1999): 52-63.
Abstract: The coming of "Generation X" employees into the workforce brings with it changes in the way law enforcement agencies will need to recruit, train, satisfy, and retain employees. To determine which changes will be needed in order to be more successful, a survey was administered to a group of criminology students from Florida State University, focusing on personal values, employment expectations and job benefits. Its findings are presented.

Cole, Larry E. and Michael S. Cole. "Money Isn't the Answer This Time." Supervision 61, no. 11(November 2000): 12-15. Notes: Available full text through Wilson Web.
Abstract: With the labor market changing from a buyer's market, in which employees are concerned about job security, to a seller's market characterized by a more confident workforce who realizes there could be a better job next door, companies are throwing money at the problem of employee retention. They are offering salary increases and retention bonuses, and adjusting their compensation packages, while the real solution may lie in a company's ability to foster trust, respect, cooperation, and open communication.

Decicco, David A. "Police Officer Candidate Assessment and Selection." FBI Law Enforcement Bulletin 69, no. 12(December 2000): 1-6.
Abstract: Some experts believe that more or improved training will sufficiently manage the risks associated with police officer misconduct. However, departments rarely make improvements in the selection process of candidates prior to training. Law enforcement agencies throughout the United States have a diverse choice of methods to assess and select their officers. Administrators should place the assessment center method as an integral part of a comprehensive selection procedure.

DeMey, Dennis L. and James R. Flowers Jr. Don't Hire a Crook! How to Avoid Common Hiring (and Firing) Mistakes. Tempe, AZ: Facts on Demand Press, 1999.Call Number: HF 5549.5 .S38 D46 1999
Abstract: Tells how to spot lies on applications, avoid illegal questions, verify credentials, and access criminal and credit records. Complete coverage includes how to manage post-hiring problems, conduct corrective interviews, deal with grievances, and administer the exit interview report. Also provides a basic application form, as well as other pre-hiring forms.

Doerner, William G. and Terry M. Nowell. "Reliability of the Behavioral-Personnel Assessment Device (B-PAD) in Selecting Police Recruits." Policing 22, no. 3(1999): 343-52.
Abstract: Details the study of whether the ratings of a B-PAD test, which can be used in testing for the selection of police recruits, are influenced by the demographic backgrounds of raters and ratees.

Edmundson, James E. "Mentoring Programs Help New Employees." FBI Law Enforcement Bulletin 68, no. 10(October 1999): 16-18.
Abstract: In 1995, the Fairfax County Police Department examined its overall recruiting, hiring, and training strategies, consequently implementing a mentoring program for new recruits prior to their police academy training. One of the benefits of such a program is a lower dropout rate at the academy.

Hakel, Milton D., ed. Beyond Multiple Choice: Evaluating Alternatives to Traditional Testing for Selection. Mahwah, NJ: Erlbaum Associates, 1998. Call Number: HF 5549.5.E5B49 1998
Abstract: Takes a critical look at individual assessment as used for employee selection, in response to growing attacks on traditional multiple choice ability testing. Provides an objective evaluation of multiple choice testing.

Harrington, Penny. "Recruiting and Retaining Women: A Self-Assessment Guide for Law Enforcement." 2000. [http://www.ncjrs.org/pdffiles1/bja/185235.pdf].
Abstract: A manual that presents step-by-step instructions to help police agencies hire and retain more women employees by examining their policies and procedures and by identifying and removing obstacles to hiring and retaining sworn and civilian women employees at all levels within the organization.

Harris, Wesley. "Recruiting Women: Are We Doing Enough?" Police 23, no. 8(August 1999): 18-23.
Abstract: Although the percentage of female cops in America is only around 10 percent, any doubt that women are as competent as their male counterparts has been removed in most agencies. The hindrance to hiring female police officers is the low number of applicants in many areas. This article assesses the effectiveness of current efforts to recruit women to policing and suggests ways to improve these efforts.

Horne, Peter. "Policewomen: 2000 A.D. Redux." Law and Order 47, no. 11(November 1999): 52-62.
Abstract: Surveys show that women are both underused and undervalued in American law enforcement. The first critical step in getting qualified women to become police officers is the recruitment process. Since random recruiting is unlikely to attract diversity, targeted programs are needed. This article suggests ways to recruit, select, hire, train, assign, promote, and retain female police officers.

Iles, Paul. Managing Staff Selection and Assessment. Buckingham, PA: Open University Press, 1999.Call Number: HF 5549.5 .S38 I44 1999
Abstract: Discusses the standard textbook model of selection and assessment as well as four different approaches: the strategic management approach, psychometric approach, social process approach, and the critical discourse perspective on assessment.

Kanable, Rebecca. "Strategies for Recruiting the Nation's Finest." Law Enforcement Technology , no. 2(February 2001): 64-68.
Abstract: Focuses not only on getting applicants, but on getting qualified applicants. With job applicants plummeting by more than 50 percent in some agencies in recent years, recruiting and retention has been identified as one of the top critical needs of smaller police departments. More employment options being available, increased education requirements, and stricter background checks for applicants are noted as being major contributors to the low number of applicants. Identifying the type of applicants desired and marketing the department to that audience is the key.

Kaye, Beverly and Sharon Jordan-Evans. Love 'Em or Lose 'Em: Getting Good People to Stay. San Francisco, CA: Berrett-Koehler Publishers, Inc., 1999.Call Number: HF 5549.5 .R58 K39 1999
Abstract: Twenty-six chapters, each outlining a different strategy for employee retention, and emphasizing the critical roles managers and supervisors play. Simply written, yet effective and filled with hands-on exercises and stories of others' failures and successes.

Malinowski, Sean W. et al. "From Dragnet to the Internet: One Police Department Extends Its Reach." Police Chief 67, no. 9(September 2000): 62-66.
Abstract: Describes the various ways in which the Los Angeles Police Department's Internet web site has improved its services to the public and additional uses of the website, such as a recruiting tool.

Messer, Matt. "Generation X: Ready to Rock and Roll?" Police 25, no. 1(January 2001): 14-20.
Abstract: Generation X is a large part of the American workforce today and will be the new officer pool for the next 20 to 30 years. Realizing this, law enforcement departments throughout the United States will have to determine the effect this generation has on their organizations. To start, they must figure out the characteristics of Generation X and understand the impact those differences have on recruiting and retaining these employees.

Polisar, Joseph and Donna Milgram. "Recruiting, Integrating and Retaining Women Police Officers: Strategies That Work." Police Chief 65, no. 10(October 1998): 42-52.
Abstract: Describes strategies to actively recruit, integrate, and retain women police officers, identifying departments with higher percentages of female officers and their successes with recruiting. Discusses phases of the selection process likely to have an adverse affect on female applicants, such as the physical agility phase, and also promotion and the prevention of sexual harassment.

Robert Amaral. "Employment Portal: Lawenforcementjob.com." [http://www.lawenforcementjob.com].
Abstract: Started in 1997 by a law enforcement officer due to the difficulty he had finding law enforcement employment information on the Internet. He created a place where job seekers could find employment information on almost every municipal police department out there. The site has grown to include sheriffs’ offices and departments, state police, federal, and university and college police departments. Information is available on, among other things, individual agency salaries and benefits.

Streit, Connie. "Recruiting Minority Officers." Law Enforcement Technology, no. 2(2001): 70-75.
Abstract: Stresses the importance of having a diverse police department consisting of both minority and women officers, reflective of the communities make-up. Offers suggestions on recruiting officers and programs to help retain those officers.

Tate, Hugh. "Recruitment Dilemma: Quick Fixes, Warm Bodies and the Eternal Search for Quality." Law and Order 48, no. 5(May 2000): 78-82.
Abstract: Finding ideal police recruits is increasingly difficult and police administrators have to consider a range of strategies to meet challenges of filling vacancies. Some of the strategies available include higher compensation, attracting lateral applicants from other police departments, signing bonuses, and lowering standards to fill quotas. But it is also important to handle applications so that qualified applicants are considered promptly. If the wait between the submission of the application and actual testing is short, applicants are more disposed to follow the opportunity and not lose interest.

U.S. Department of Labor. "Bureau of Labor Statistics." [http://stats.bls.gov].
Abstract: This section of the Department of Labor website contains such information as an employees benefits survey, occupational employment and wage estimates, and a national compensation survey that can be used to show how your agency compares with the average for your area.

Wagner, Stacey. "Retention: Finders, Keepers." Training and Development 54, no. 8(August 2000): 64.
Abstract: While many companies are implementing such perks as nap rooms and company sponsored trips to attract and keep new employees, training and development are among the most important things to employees according to a Gallup Organization poll. Furthermore, a 1999 Kepner-Tregoe report found that the top three reasons employees left their organizations were: lack of financial rewards, recognition, and career development.

Wood, Ron. "College Educational Requirements and the Impact on the Recruitment of Minority Officers." California Commission on Peace Officer Standards and Training, 1998. Abstract: The number of minority higher education students has declined in recent years. As police executives attempt to upgrade educational requirements, they must be prepared to face challenges from several directions and must implement change in accordance with local needs and conditions so that minority applicants are not discriminated against. Guidelines on how to recruit qualified minority police officers are suggested.