NCJ Number
58653
Date Published
1977
Length
5 pages
Annotation
EMPLOYING COMMUNITY RESOURCES TO LOCATE POTENTIAL CANDIDATES IS DISCUSSED IN THIS REPORT, DEVELOPED AS A PART OF THE NATIONAL URBAN LEAGUE'S LAW ENFORCEMENT MINORITY MANPOWER PROJECT FOR MINORITY RECRUITMENT.
Abstract
AMONG COMMUNITY RESOURCES TO BE CONTACTED IN ANY EFFORT TO RECRUIT MINORITY CANDIDATES ARE THE LOCAL VETERANS' ADMINISTRATION OFFICE, PLANTS WITH LAYOFF LISTS, COMMUNITY COLLEGE AND UNIVERSITIES, SOCIAL SERVICE AGENCIES, CIVIC SOCIAL GROUPS, BARBER SHOPS, SPORTS PROGRAMS, RECREATION SPOTS, HIGH SCHOOLS, AND CHURCHES. EMPLOYMENT AND PLACEMENT COUNSELORS AND PERSONNEL OFFICERS SHOULD BE CONTACTED WHEN APPROACHING VETERANS AFFAIRS OFFICES, INDUSTRIAL PLANTS, HIGH SCHOOL, AND COLLEGES. PROCEDURES TO FOLLOW IN HIGH SCHOOLS AND COLLEGES INCLUDE ASKING FOR NAMES AND ADDRESSES OF ALL MINORITY PERSONS WHO DROPPED OUT, RECENT GRADUATES, OR THOSE WHO ARE NEAR COMPLETION OF THEIR STUDIES; IN COMMERCIAL SHOPS, PLACING POSTERS THAT CONTAIN AN ADDRESS, TELEPHONE NUMBER, AND PERSON TO BE CONTACTED, AND AT RECREATION SPOTS, USING A TABLE WITH APPLICATIONS AND POSTERS OR USING A POLICE VEHICLE WITH A BULL HORN TO DRAW PUBLIC ATTENTION TO THE RECRUITMENT DRIVE. VISITS TO CHURCHES, CIVIC ORGANIZATIONS, OR THE NATIONAL URBAN LEAGUE SHOULD BE PRECEDED WITH LETTERS OF INTRODUCTION THAT ARE SINCERE AND HONEST. FINALLY, APPLICATIONS SHOULD BE READILY AVAILABLE, AND A FOLLOW UP APPROACH SHOULD BE EMPLOYED. NO REFERENCES ARE INCLUDED.