Seminar Title: Recruiting, Hiring, Background Investigations and Retention
DATES: 12/6/2021 through 12/7/2021
INSTRUCTOR(S): Darryl Rivers
LOCATION: Palace Station - 2411 West Sahara Avenue, Las Vegas, NV 89102
HOTEL: Palace Station - Las Vegas, NV
Tower Rooms:$75.00 S/D Sunday-Thursday/$95.00 S/D Friday & Saturday Book Room Online Here
*Additional $14.99 Service Fee Per Night (Includes Scheduled Transportation To and From Airport, Shuttle to strip, Work-out Center, and In Room Internet Access)
NOTE: Identify with Group Code PCIPATC Western States Conference to receive discounted rate
COURSE REGISTRATION FEE: $350.00 Includes all training materials, and a Certificate of Completion.
Darryl L. Rivers is a national human behaviors, communication, and leadership speaker and trainer. To accompany his 24 years of government service in both the U.S. Military and as a Law Enforcement professional, he is a psychology major with multiple certifications in human behavioral analytics, emotional intelligence, neuro-linguistic programming, accelerated learning, and he is a communications and body language expert. He has extensive policing, street investigations, UC/Surveillance, and felony apprehension experience from his time with the Detroit Police Department. His law enforcement experience was extended in the State of Arizona were he functioned as a Detective, a Sergeant, a Lead Special Agent of the States Tobacco Enforcement Unit (Office of The Attorney General), and a Hostage Negotiator.
After his retirement from Law Enforcement, Darryl started his own speaking and training business called “The L.E.A.D. Company.” One of the assignments he has been revered for is his work with the Arizona Department of Economic Security. There Darryl was contracted to engineer the creation of an internal security unit. He was hired to recruit, interview, hire, train, create policy, and supervise the statewide unit covering over 200 individual locations, while maintaining his other clients from all across the nation. Darryl has established himself as a sought after public speaker and trainer in both government and business circles. He is an Executive Director with the worlds largest leadership training company, “The John Maxwell Team,” and is mentored by John Maxwell himself. He has a unique, humorous, yet intellectual delivery to his trainings that puts him in high demand across the nation.He is a highly decorated professional with multiple award to include: Officer of the Year, Life Saving, multiple Meritorious Citations, Multiple Letters of Commendation, Chiefs Excellence Award, Spirit of Detroit Award, and The Police Cross for being injured in the line of duty. To top it off, he received the departments highest honor, The Medal of Valor for rescuing eleven hostages. He is a dynamic presenter, but most importantly he is a cops cop!
Pre-Payment is not required to register or attend IN-PERSON seminars. Pre-payment is required for WEBINARS and ONLINE COURSES.
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 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
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.
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 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.