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Seminar Title:  
Recruiting, Hiring, Background Investigations and Retention

DATES:  8/19/2019 through 8/20/2019

INSTRUCTOR(S):  Tim Randall

LOCATION:  Galveston County Sheriff's Office Law Enforcement Training Center - 601 54th Street, Galveston, TX  77551

HOTEL:  Springhill Suites  - Galveston, TX  


COURSE REGISTRATION FEE:  $350.00 Includes all training materials, and a Certificate of Completion.

Instructor Bio

Sgt. Tim Randall (Retired) served with the Nampa Idaho Police Department for 31 years. He was assigned as a criminal investigator for 21 of those 31 years. As a lead investigator and supervisor, he conducted and assisted in hundreds of investigations. These include homicides, suicides, child abuse, rape, robbery and internal investigations. .

Tim has served in many positions to include, patrol, patrol supervisor, criminal investigations, CID supervisor, SWAT, school resource officer, internal affairs and polygraph examiner.

Tim has served as the supervisor of the Operations of Professional Standard Division and was responsible for recruitment, hiring, and background investigations. Tim currently works for the Twin Falls, Idaho Police Department responsible for hiring and background investigations. Tim also works as an independent contractor conducting background and internal investigations for many agencies.

Tim has been an Idaho POST certified instructor for over 25 years in interview & interrogation, SWAT, chemical munitions, child abuse, elder abuse and juvenile procedures.


Pre-Payment is NOT required to register or attend this seminar

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Course Objectives

The Recruiting, Hiring and Officer Retention course is segmented into four distinct training modules. The recruiting module will train the hiring officer/personnel on how to attract the best talent pool with diversity in mind. Next, the hiring module will discuss how to effectively work with Human Resources in order to conduct testing and interviewing. The background investigation module will then teach the individual how to properly administer a background investigation on potential job candidates. The final training module is retention, after you hire the individual, the best methods of to retain the talent will be detailed.

Recruiting

Recruiting with Diversity in mind

The goal of the recruiting component is to identify and attract talent from a diverse pool and to ensure that every candidate is treated fairly throughout the hiring process.  Most recruiters focus on identifying and attracting talent for the organization.  However, the recruiting manager must be equally concerned that once talented candidates are identified – especially diverse candidates – they have a rewarding experience in their interactions with the organization.  They must ensure that the application and screening processes are bias-free and that hiring

Hiring

Define your process in a policy….Protect yourself!

Partners in the process: buy in from your city/county HR department ask them to assist you! Proctor the process so that it is fair and unbiased. Review your plans with them. Treat HR as your ally not the enemy. Community Involvement – if your agency has issues with the appearance of not being fair, ask your community leaders to become involved.

Retention:

Many recruiting managers believe their job is complete when new diverse candidates are hired.  However, when you consider that organizations often spend tens of thousands of dollars to hire a single candidate, retention can be essential to the financial bottom line. Therefore, it is important for the recruiting manager to ensure their organization has strong on-boarding (orientation), mentoring, employee development and career counseling processes.  In addition, the manager should assess the need for employee support groups and recommend the creation of ones deemed necessary.

Background Investigations

Background investigators must be knowledgeable about all applicable local, state, and federal fair employment laws. They must be conversant in the legal requirements for appointment to the positions in question. They must heed all agency policies, practices, and operational limitations. They must base their inquiries and evaluations on candidate behaviors that have a direct relationship to the requirements and demands of the position, and they must do so with consistency and without bias. They must be able to articulate the information gathered from a wide variety of sources and how it is used in determining candidate suitability.

How do we treat a background investigation: Treat this process as you would any investigation, it is confidential, do not talk about this with anyone that does not have a need to know. Speak only to your supervisor or another investigator should you require advise or consul on information developed.


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