Recruiting for law enforcement is not a mystery; it’s a leadership challenge. Von Kliem has decades of experience across patrol, prosecution, and training. His interview with SAFEGUARD Recruiting lays out straightforward, actionable principles departments can use to attract the right people. Below are the top five things he emphasizes about modern police recruiting, presented as practical guidance you can implement today.
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Cast a clear, honorable vision
Don’t sell candidates a mess of political narratives or apologies. Explain what the job actually is: disciplined, courageous, service-oriented work that matters. As Von Kliem says, departments should portray roles that match applicants’ values—courage, communication, and commitment—so candidates can see themselves on the team.
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Lead from the front—leadership matters more than perks
Bonuses help, but culture and leadership determine long-term recruitment and retention. Leaders must be visible, honest, and willing to stand behind trained practices. When chiefs and command staff actively support recruits and show accountability, applicants trust the organization more than any incentive package.
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Be honest about the realities and standards of the job
Civilians and activists may shape public narratives, but departments must clearly define lawful standards and the training that operationalizes them. Policies should be readable, realistic, and backed by training so recruits can predict lawful behavior and understand expectations before they step onto the street.
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Train smarter and advertise that training
Recruiting is also about promising development and delivering it. Use modern training methods, visualization, scenario-based repetition, and evidence-backed instructional techniques to fast-track recruits into confident performers. Promote your training program in recruiting messages so candidates know they will be prepared, not thrown into the deep end.
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Defend realistic human performance in critical incidents
Judges, jurors, and community critics sometimes misunderstand the speed and stress of encounters. Leaders must educate stakeholders about perception, memory, and reaction time so that reasonable defensive decisions are not mischaracterized. Recruit messaging should acknowledge the difficulty of split-second decisions while emphasizing the department’s commitment to honest accountability.
Recruiting success starts with clarity: a compelling mission, committed leaders, realistic standards, strong training, and an educated public. Departments that adopt these five principles will not only attract applicants but also build a resilient workforce that understands what it means to serve. Recruiting becomes less about filling slots and more about inviting the right people into a purposeful team.
