Hiring Statistics Report — May 2024
Pre-Employment Unit, Training Bureau
FOREWORD
Hello,
I would like to first and foremost thank the Training Bureau's personnel staff for their outstanding performance in this drive. It was an excellent drive for the Department and the hiring process was streamlined. I would like to draw our attention to the amazing Deputies we have brought on board to the Department.
With that said, I wish for us now to aim for the future as we will attempt to further streamline the recruitment process. We will go ahead and reduce wait times for applicants and reduce unnecessary bureaucracy. The future of the Training Bureau will be in the hands of its employees, we will work on a collaborative effort to advance its capabilities.
DGUNNER
Captain David Gunner
Unit Commander, Training Bureau
I would like to first and foremost thank the Training Bureau's personnel staff for their outstanding performance in this drive. It was an excellent drive for the Department and the hiring process was streamlined. I would like to draw our attention to the amazing Deputies we have brought on board to the Department.
With that said, I wish for us now to aim for the future as we will attempt to further streamline the recruitment process. We will go ahead and reduce wait times for applicants and reduce unnecessary bureaucracy. The future of the Training Bureau will be in the hands of its employees, we will work on a collaborative effort to advance its capabilities.
DGUNNER
Captain David Gunner
Unit Commander, Training Bureau
OVERVIEW
Our recruiters serve as essential intermediaries between the public and the Department, often considered the "ambassadors" of the Los Santos County Sheriff's Department. Their primary role is to identify high-quality candidates and effectively communicate the value and potential benefits of a career within the Department. It is the responsibility of our recruiters to help potential candidates recognize their suitability for a law enforcement career showcasing how they can envision their future within the Department.
Our recruiters have and continue to leverage a variety of outreach methods, including social media, job fairs, and community events, to engage and inform prospective deputies about the advantages and challenges of a law enforcement career. They educate candidates on the implications of a career in law enforcement and outline the comprehensive hiring process.
Ultimately, the journey to the Academy is contingent on the candidate's dedication, supported by continuous guidance and mentorship. Our mentors play a crucial role in navigating candidates through the process, helping them achieve success and embark on a fulfilling career with the Los Santos County Sheriff's Department.
This recruitment drive our Pre-Employment Unit has played a crucial role in running a labor-intensive process undertaking three main phases every recruitment drive for bringing in and moving candidates through the process:
1. Application Processing:
Our recruiters have and continue to leverage a variety of outreach methods, including social media, job fairs, and community events, to engage and inform prospective deputies about the advantages and challenges of a law enforcement career. They educate candidates on the implications of a career in law enforcement and outline the comprehensive hiring process.
Ultimately, the journey to the Academy is contingent on the candidate's dedication, supported by continuous guidance and mentorship. Our mentors play a crucial role in navigating candidates through the process, helping them achieve success and embark on a fulfilling career with the Los Santos County Sheriff's Department.
This recruitment drive our Pre-Employment Unit has played a crucial role in running a labor-intensive process undertaking three main phases every recruitment drive for bringing in and moving candidates through the process:
1. Application Processing:
- Initial Screening: Review applications to ensure that candidates meet the minimum qualifications for the position of Deputy Sheriff.
- Background Checks: Conduct thorough background checks, including criminal history, employment history, and personal references.
- Written Test: Administer written tests to assess candidates' grammar, comprehension and proficiency.
- Structured Interviews: Organize and conduct structured interviews to evaluate candidates' communication skills, critical thinking, and overall suitability.
- Final Examination: Administer final examinations to evaluate candidate's understanding and knowledge of department procedures on the field and policy.
GENERAL INFORMATION
1. The recruitment drive for May 2024 was one of the largest recently conducted, indicating a substantial increase in interest in law enforcement careers, particularly with the Los Santos County Sheriff's Department (LSSD). The recruitment drive opened on May 17, 2024, and closed on May 26, 2024. Due to the high volume of applications, processing continued into early June 2024.
2. The applicant pool for this recruitment drive was notably diverse, featuring a significant representation from various ethnic backgrounds. Those from White and Hispanic backgrounds forming the majority of candidates applying. However, gender representation was massively imbalanced, with a predominance of male applicants (94.7%) compared to female applicants (5.3%).
3. Applicants' educational backgrounds varied widely, ranging from G.E.D. and high school graduates to individuals holding advanced degrees. This diversity reflects a broad spectrum of interest levels, skillsets, and qualifications among the applicants. A majority of the applicants had prior employment experience.
4. While three applicants possessed military backgrounds, none of these candidates were selected in this recruitment drive.
5. Out of the total applicants, 37 (64.9%) passed the initial background checks, demonstrating the thorough vetting process. 20 applicants (35.1%) did not pass this phase.
6. Among the 37 candidates who proceeded to the written test phase, 27 (73%) passed, highlighting their academic preparedness, 10 candidates (27%) did not pass.
7. Out of the 27 candidates who advanced to the structured interviews phase, 14 (58.3%) passed, indicating their aptitude and suitability for law enforcement roles. 10 candidates (41.7%) did not pass this phase.
8. 13 out of the 14 candidates (92.9%) passed the Post Academy Examination, reflecting a high level of readiness and effective training. 1 candidate (7.1%) did not pass.
9. The recruitment drive concluded with 13 graduates, comprising 11 males and 2 females who successfully completed all phases and were deemed ready to join the Los Santos County Sheriff's Department.
2. The applicant pool for this recruitment drive was notably diverse, featuring a significant representation from various ethnic backgrounds. Those from White and Hispanic backgrounds forming the majority of candidates applying. However, gender representation was massively imbalanced, with a predominance of male applicants (94.7%) compared to female applicants (5.3%).
3. Applicants' educational backgrounds varied widely, ranging from G.E.D. and high school graduates to individuals holding advanced degrees. This diversity reflects a broad spectrum of interest levels, skillsets, and qualifications among the applicants. A majority of the applicants had prior employment experience.
4. While three applicants possessed military backgrounds, none of these candidates were selected in this recruitment drive.
5. Out of the total applicants, 37 (64.9%) passed the initial background checks, demonstrating the thorough vetting process. 20 applicants (35.1%) did not pass this phase.
6. Among the 37 candidates who proceeded to the written test phase, 27 (73%) passed, highlighting their academic preparedness, 10 candidates (27%) did not pass.
7. Out of the 27 candidates who advanced to the structured interviews phase, 14 (58.3%) passed, indicating their aptitude and suitability for law enforcement roles. 10 candidates (41.7%) did not pass this phase.
8. 13 out of the 14 candidates (92.9%) passed the Post Academy Examination, reflecting a high level of readiness and effective training. 1 candidate (7.1%) did not pass.
9. The recruitment drive concluded with 13 graduates, comprising 11 males and 2 females who successfully completed all phases and were deemed ready to join the Los Santos County Sheriff's Department.
MAY 2024 HIRING STATISTICS
DEMOGRAPHIC BREAKDOWN
RACIAL MAKEUP
White: 33 applicants (57.9%)
Black or African-American: 3 applicants (5.3%)
Hispanic or Latino: 16 applicants (28.1%)
Asian: 3 applicants (5.3%)
Middle Eastern or North African: 1 applicant (1.8%)
GENDER
Male: 54 male applicants (94.7%)
Female: 3 applicants (5.3%)
EMPLOYMENT AND EDUCATION
High School Diploma: 25 male applicants, 1 female applicant (46%)
G.E.D.: 5 male applicants (9%)
San Andreas High School Proficiency Certificate: 1 female applicant (2%)
College / University Degree 24 male applicants, 1 female applicant (44%)
61% had sufficient employment records while 39% had no employment record listed
5% of the total applicants listed prior military background
BACKGROUND CHECKS
Passed: 37 applicants (64.9%)
Failed: 20 applicants (35.1%)
37 candidates progressed to the Written Test Phase
WRITTEN TESTS
Passed: 27 applicants (73%)
Failed: 10 applicants (27%)
27 candidates progressed to the Structured Interview Phase
STRUCTURED INTERVIEWS
Passed: 14 applicants (58.3%)
Failed: 10 applicants (41.7%)
14 candidates undertook the Post Academy Exam
FINAL SELECTION AND GRADUATION
Graduates: 13 candidates (11 male graduates, 2 female graduates)
Overall, the May 2024 recruitment drive for the Los Santos County Sheriff's Department proved a success despite several challenges. The commitment and dedication of our Pre-Employment Unit not only ensured the advancement of the most suitable candidates through our rigorous selection process but whilst doing so also highlighted glaring issues and critical areas for improvement in maintaining and upholding the standards set by the Training Bureau.
In preparation of the next recruitment drive, the Pre-Employment Unit will be taking a more active step in developing targeted recruitment campaigns and outreach programs on their social media page in hopes of increasing their presence with the community to encourage those deemed fit to apply for a career in law enforcement. We have already begun the process of streamlining our application processing systems, particularly how our Written Tests and Post Academy Examinations are graded which should help reduce wait times and administrative burdens on our staff come next recruitment.
Author: Cesar Medina
RACIAL MAKEUP
White: 33 applicants (57.9%)
Black or African-American: 3 applicants (5.3%)
Hispanic or Latino: 16 applicants (28.1%)
Asian: 3 applicants (5.3%)
Middle Eastern or North African: 1 applicant (1.8%)
GENDER
Male: 54 male applicants (94.7%)
Female: 3 applicants (5.3%)
EMPLOYMENT AND EDUCATION
High School Diploma: 25 male applicants, 1 female applicant (46%)
G.E.D.: 5 male applicants (9%)
San Andreas High School Proficiency Certificate: 1 female applicant (2%)
College / University Degree 24 male applicants, 1 female applicant (44%)
61% had sufficient employment records while 39% had no employment record listed
5% of the total applicants listed prior military background
BACKGROUND CHECKS
Passed: 37 applicants (64.9%)
Failed: 20 applicants (35.1%)
37 candidates progressed to the Written Test Phase
WRITTEN TESTS
Passed: 27 applicants (73%)
Failed: 10 applicants (27%)
27 candidates progressed to the Structured Interview Phase
STRUCTURED INTERVIEWS
Passed: 14 applicants (58.3%)
Failed: 10 applicants (41.7%)
14 candidates undertook the Post Academy Exam
FINAL SELECTION AND GRADUATION
Graduates: 13 candidates (11 male graduates, 2 female graduates)
CONCLUDING STATEMENT
Overall, the May 2024 recruitment drive for the Los Santos County Sheriff's Department proved a success despite several challenges. The commitment and dedication of our Pre-Employment Unit not only ensured the advancement of the most suitable candidates through our rigorous selection process but whilst doing so also highlighted glaring issues and critical areas for improvement in maintaining and upholding the standards set by the Training Bureau.
In preparation of the next recruitment drive, the Pre-Employment Unit will be taking a more active step in developing targeted recruitment campaigns and outreach programs on their social media page in hopes of increasing their presence with the community to encourage those deemed fit to apply for a career in law enforcement. We have already begun the process of streamlining our application processing systems, particularly how our Written Tests and Post Academy Examinations are graded which should help reduce wait times and administrative burdens on our staff come next recruitment.
Author: Cesar Medina