Communication Before, During, and After the Police Officer Selection Process: A Theory-Informed Perspective

Abstract

Police recruitment and hiring processes are often framed as administrative or procedural challenges, but they are fundamentally shaped by communication. This article examines the role of communication in police staffing, emphasizing how organizational expectations, selection criteria, and agency culture are transmitted to candidates throughout the hiring process. Despite wide variation in hiring practices across jurisdictions, one constant is the agencies’ responsibility to effectively communicate with applicants. Drawing from the communication theory, particularly the intergroup communication and communication accommodation theory, we explore how these frameworks can inform more effective, transparent, and responsive recruitment strategies. We highlight how mismatches between organizational messaging and candidate perception may affect both hiring outcomes and long-term retention. The article concludes with practical policy recommendations for agencies to guide future inquiry into the communicative dynamics of police hiring.