How to hire a cop

How to hire a cop, step by step

Here's a step-by-step cop hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a cop job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new cop
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The cop hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A cop's background is also an important factor in determining whether they'll be a good fit for the position. For example, cops from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of cops and their corresponding salaries.

   Type of Cop	Description	Hourly rate
   Cop	Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.	$28-67
   Military Police Officer	A military police officer is responsible for ensuring the safety and security of the areas assigned for their duly protection. Military police officers monitor their premises efficiently, inspecting suspicious individuals within the territory, and enforcing strict legislation protocols and military regulations for everyone's compliance... Show more	$12-26
   Security Police Officer	Security police officers work in teams and individually, depending on their respective assignments. They patrol, escort, and investigate their area of responsibility for everyone in that radius's safety... Show more	$15-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Situational Awareness
   • Control Systems
   • Gccs
   • Climate
   • Windows
   • Law Enforcement

   Responsibilities:

   • Complete VMWARE infrastructure course lead by certify VMWARE trainer, which cover all aspects of VMWARE installation and support.
   • Work with AIS systems administrators to maintain and upgrade Unix base servers and GCCS applications.
   • Assist POs to develop plans and tools relate to business and marketing opportunities.
   • Deploy to multiple MSCs worldwide to install and to train new users on the proper use of C2PC.
   • Configure servers base video matrix switches base on engineer specifications.
   • Provide build system support for release engineering teams which entail automated installations of Java build engines and Linux server system management.

3. Make a budget

   Including a salary range in your cop job description is a great way to entice the best and brightest candidates. A cop salary can vary based on several factors:

   • Location. For example, cops' average salary in hawaii is 61% less than in district of columbia.
   • Seniority. Entry-level cops earn 57% less than senior-level cops.
   • Certifications. A cop with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a cop's salary.

   Average cop salary

   $92,365yearly

   $44.41 hourly rate

   ---

   Entry-level cop salary

   $60,000 yearly salary

   Updated January 14, 2026

4. Writing a cop job description

   A job description for a cop role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a cop job description:

   Cop job description example

   General Statement: The Salvation Army, an international movement, is an evangelical part of the Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
   Corps/Department: Salvation Army Clitheroe Center/CIOP Program
   
   Reports To: CIOP Coordinator
   
   FLSA Status: Full Time/40 hours per week; Non-Exempt
   
   Education and Work Experience:
   
   + An Alaska State CDCI is immediately required.
   
   + Must obtain the Alaska State CDCII within two years from date of hire.
   
   + Three years of direct clinical experience in the treatment of chemical dependency, substance use disorders, and dual diagnosis/co-occurring disorders.
   
   + Expert in the knowledge of Substance Related and Addictive Disorders and its treatment.
   
   + Experience consistent with the requirements for Alaska State Certification Chemical Dependency Counselor II (CDCII), though a Chemical Dependency Clinical Supervisor (CDCS) certificate is preferred.
   
   + Must be able to pass ADOC background check and PREA screening.
   
   Scope of Position/Essential Functions: Under the direction of the CIOP Coordinator the COP Counselor will maintain a caseload, facilitate groups, and individual sessions. The COP Counselor will provide case management as needed for individual clients. The COP Counselor will coordinate and communicate regularly with DOC Probation, Parole, or other assigned officers working with individual clients.
   
   Knowledge, Skills and Abilities Required:
   
   + Expert knowledge of Substance Related and Addictive Disorders and the treatment there of.
   
   + Skilled in the areas of group, individual and family counseling, didactic presentations, case management, treatment planning, discharge planning, crisis prevention/intervention, clinical evaluation, and documentation requirements.
   
   + Awareness of the legal norms and procedures of the state.
   
   + Knowledge of cross-cultural issues and skill in working with a diverse population.
   
   + Ability to work with a minimum of supervision.
   
   + Strong organizational, verbal and written skills.
   
   + Detail oriented with a high level of accuracy required.
   
   + Ability to work in a fast-paced environment, maintain poise under pressure and successfully communicate with a wide range of personalities.
   
   Essential Functions:
   
   + Maintain a case load of clients, developing treatment plans, conducting groups, individual sessions, case management, and ensuring client compliance with assigned curriculum.
   
   + Ability to take initiative and recommend for the betterment of the individuals and their families.
   
   + Effective time and risk management abilities.
   
   + Ability to work in coordination with other organizations.
   
   + Attend meetings required by Alaska Department of Corrections and The Salvation Army Clitheroe Center as need.
   
   Performing other reasonably related duties as assigned by immediate supervisor or other management as required.
   
   Software-related Skills: Microsoft Word and Excel required; Microsoft Outlook, working knowledge of integrated database applications and ability to use new software programs with basic training.
   
   Work Environment: The work environment is located inside in an office setting. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   Language Skills: Must be able to understand, follow and give both written and oral instructions and be able to give presentations and be comfortable with public speaking. The employee must be able to use speech and hearing for ordinary and telephone conversation.
   
   Mathematical Skills: Must be able to perform simple calculations (addition, subtraction, multiplication, and division) and apply concepts such as ratios and percentages in practical situations.
   
   Performance Skills: Must be self-motivated, organized, flexible, and possess leadership skills.
   
   Sacred Boundaries and Protect the Mission: Must complete the online course for this area and pass the Background Check required by The Salvation Army for employment.
   
   Physical Requirements: Ability to sit, walk, stand, bend, squat, climb, kneel and twist on intermittent or continuous basis. Ability to grasp, push, pull, and reach overhead. Ability to operate office equipment. Ability to lift up to 25 pounds. Ability to access and produce information from a computer. Ability to understand written information. Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment. The Salvation Army will attempt to satisfy requests as long as the accommodation needed is reasonable and no undue hardship would result.
   
   ADOC Personnel Management: This job description is for a contract funded employee position to provide substance abuse treatment services under a contract for the Alaska Department of Corrections (ADOC.) In addition to The Salvation Army Human Resource procedures for personnel, all staff working under the ADOC contract must also be approved by the ADOC project manager and will be required to pass an ADOC background check and PREA screening prior to their hire. After hire, the ADOC reserves the right to disqualify, prevent, rescind approval, or remove any staff performing work under the contract, and is under no obligation under the contract to inform The Salvation Army of the criteria for disqualification or removal. Therefore, per the requirements of the ADOC contract, the Salvation Army reserves the right to terminate any employee deemed unsatisfactory to the ADOC.
   
   Acknowledgement of Religious Purposes of The Salvation Army: The employee acknowledges that he/she has been informed and understands The Salvation Army's religious purpose and status as a church. The employee agrees that he/she shall do nothing to his/her relationship with The Salvation Army as an employee to undermine its religious mission. The employee agrees and understands that his/her services are a necessary part of The Army's religious purposes and his/her work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army's religious purposes.
   
   This position description should not be interpreted as all inclusive. It is intended to identify the major responsibilities and requirements of this position. The incumbent may be requested to perform job-related responsibilities and tasks other than those stated in this position statement.
   
   Qualifications
   
   Licenses & Certifications
   
   Required
   
   + Cert Chem Dep Cnslr II
   
   + Cert Chem Dep Cnslr I
   
   Experience
   
   Required
   
   + Expert in the knowledge of Substance Related and Addictive Disorders and its treatment
   
   + 3 years: Three years of direct clinical experience in the treatment of chemical dependency, substance use disorders, and dual diagnosis/co-occurring disorders
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   There are a few common ways to find cops for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your cop job on Zippia to find and recruit cop candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting cops requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new cop

   Once you've decided on a perfect cop candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new cop first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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