Industry exclusive Training
Performance Protocol’s Recruitment Academy is a three-part, in-person training experience designed to help law enforcement recruiters excel in talent acquisition. Delivered on-site at your agency ensures recruitment teams have the tools & skills needed for long-term success.
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The Problem
Many police service recruiters haven’t had formal training in sales, generational outreach or data use. Performance Protocol’s Recruitment Academy delivers hands-on tools to engage Gen Z candidates and build a repeatable, data-driven strategy.
Recruitment Academy delivers practical, hands-on training so recruiters can engage candidates and build a sustainable recruitment strategy.
Part 1
Recruitment Audit
The Recruitment Audit evaluates your agency’s recruiting efforts across People, Processes, and Prospecting to ensure operations are efficient, transparent, and data-driven.
Map the workflow, remove bottlenecks and cut time-to-hire.
Clean up sources and definitions so decisions rest on reliable numbers.
Identify what works and codify it so you can repeat success.
Use insights to target diverse, high-potential candidates and improve outreach.
Set KPIs, owners and cadence for ongoing monitoring and refinement.
Get a clear report card with findings and a baseline score—the foundation for Parts 2 and 3.
The Audit
experience
We align on goals, request recent staffing metrics and policies, and pull ATS exports to set a clean baseline.
We chart People, Process and Prospecting end to end, measure conversion and time-to-hire, and assign clear owners.
We review career site, messaging and recruiter tactics for Gen Z and diverse talent, and test follow-ups and timelines.
We meet Recruiting, HR and Backgrounds, plus unit leaders, and observe key steps to capture real bottlenecks.
We assess tooling setup, background workflows, medical/psych scheduling, onboarding and data quality against best practice.
You get a concise report with a baseline score, quick wins and a 90-day plan—foundation for Parts 2 and 3.
Part 2
Recruitment Bootcamp
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This multi-day training focuses on 15 practical modules. The bootcamp prepares agency recruiters to excel in talent acquisition by developing data-driven approaches and strong interpersonal skills.
Participants engage in interactive role-playing with real-time feedback to apply new skills. The Bootcamp focuses on effective communication, recruitment strategies, sales skills, prospecting, data-driven management, and building a positive culture to retain new hires.
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Agencies save $1,000’s by reducing time-to-hire, ensuring quicker placement in critical roles. Recruiters complete the Bootcamp with strategic plans tailored to their agency, boosted confidence, and practical skills that drive operational success.
Part 3
Advanced recruiter training
Advanced Recruiter Training deepens interpersonal skills and human-centred recruiting. For bootcamp graduates, it sharpens lead conversion and long-term candidate relationship management.
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This program builds empathetic communication, active listening and situational awareness so recruiters can build rapport, read cues and foster lasting candidate relationships.
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Use personalized outreach, targeted messaging and social media to engage passive candidates. Build real connections and grow your talent pipeline.
Assess candidates’ needs, customize your approach and deliver solution-focused pitches that align with candidate goals and your police service’s requirements—building trust and long-term engagement.
Handle objections, adapt your approach to candidate expectations and close offers with confidence—securing top talent and long-term relationships.
Strengthen relationships with regular follow-ups, gather feedback to improve the candidate experience and build loyalty that boosts retention and long-term success for your police service.
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Through workshops, real-world scenarios, and role-playing, participants develop practical, actionable skills they can immediately implement in their recruiting efforts.
recruitment
timeline.
Factors influencing these timelines encompass agency size, regional nuances, job market dynamics, and the synergy between the agency's needs and its recruitment capabilities. Continuous feedback and strategic modifications will expedite the realization of these benefits.
