Recruiting the Next Generation of Jail Employees: Does Generational Relevance or Agency Size Make a Difference?

摘要

Given their multiple functions, inadequate funding, and generally low visibility, America’s jails have sustained an ongoing struggle to recruit a sufficient quantity and quality of applicants to effectively fulfill their mission. Although the current economic downturn has temporarily curtailed turnover, postponed retirements, and intensified job competition, the cyclical nature of economic developments assures that jails will once again be forced into aggressive recruitment rivalry. To proactively address such upcoming challenges, it is essential to determine how jails can most productively target and select the best candidates. Providing information to assist jail administrators in that regard, a national survey was conducted to identify what attracted various age groups to jail employment, in order to ascertain whether a differential recruitment focus is needed to attract the new generation of workers. Jail size was also considered in terms of whether the ease or difficulty of progression through the selection screening process made a difference. Most revealing, however, was the lack of statistically-significant differences between various generational cohorts. Virtually all age groups were in substantial agreement that the extrinsic attractions of jail employment—such as salary, benefits, pension plan, and job stability--were their most important job consideration factors. Overall, findings point toward the recruitment benefit that jails may potentially derive from capitalizing on the advantages of being a steady rock of dependable employment, especially in times that are characterized by job insecurity and economic hardships.