Purpose Recruiting has been a challenge in policing, given the decrease in applicants to police departments coupled with the increase in retirements and resignations in recent years. One potential yet under-recruited population who may contribute to rebuilding trust with the community is adults aged 30 years and older seeking policing as a second career. This demographic has more life experiences from which to draw, and their decision-making and communication skills are different from younger applicants, thus making them excellent candidates for police departments. The purpose of this study is to explore the motivation of adults leaving another career for policing. Design/methodology/approach One hundred thirty-five police officers at a large northeastern police department who were hired when they were older than age 30 completed an online survey during the summer of 2017. Findings Findings indicate that almost all non-traditionally aged applicants knew a police officer prior to applying; White respondents were more likely than people of color to know a police officer. Older applicants were motivated by similar reasons as traditional-aged candidates: pay and benefits and altruistic reasons, although motivations varied by social group. Finally, applicants older than age 30 years identified the recruitment messages that most resonated with them, such as opportunities for advancement. These and other results are discussed in light of the literature, and potential messaging for police departments to use in recruitment campaigns to target applicants of non-traditional age is suggested. Originality/value This study contributes to the literature on police recruitment by focusing on officers who applied at a non-traditional age.
Jennifer C. Gibbs (2026) studied this question.