Summary table of recruitments
Communication and marketing
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Recruitment and selection for the Integrated Police
- The decrease in the number of candidates last year indicates a decline in interest in a police job.
- However, an internal employer branding survey gives the police high scores for career opportunities, job content, social relevance of the work and working atmosphere.
- The Jobpol recruitment site was given a new look for a clearer overview.
Summary table of recruitments
The Recruitment and Selection Service of the Federal Police (DPRS) is responsible for external recruitment of both operational and civilian staff of the Integrated Police (Local and Federal Police) as well as for internal promotion exams.
The tables below contain interesting figures relating to recruitment and selection procedures for the various target groups.
| External recruitments | 2018 | 2019 |
|---|---|---|
| Candidates for the operational staff* | 17 654 | 14 594 |
| Selected candidates for the operational staff* | 1 802 | 1 667 |
| Candidates for the administrative and logistic staff | 8 227 | 8 274 |
| Selected candidates for the administrative and logistic staff | 1 552 | 1 706 |
| Total | 29 235 | 26 241 |
* Candidates in a specific year are not necessarily selected candidates in the same year.
| Internal recruitments | 2018 | 2019 |
|---|---|---|
| Candidates for the operational staff* | 1 326 | 1 213 |
| Selected candidates for the operational staff* | 689 | 747 |
| Candidates for the administrative and logistic staff | 1 587 | 995 |
| Selected candidates for the administrative and logistic staff | 54 | 117 |
| Total | 3 656 | 3 072 |
* Candidates in a specific year are not necessarily selected candidates in the same year.
| Recruitment Total | 2018 | 2019 | Evolution |
|---|---|---|---|
| Candidates for the operational staff* | 18 980 | 15 807 | -16,72 % |
| Selected candidates for the operational staff* | 2 491 | 2 414 | -3,09 % |
| Candidates for the administrative and logistic staff | 9 814 | 8 269 | -5,55 % |
| Selected candidates for the administrative and logistic staff | 1 606 | 1 823 | +13,51 % |
| Total | 32 891 | 29 313 | -10,88 % |
* Candidates in a specific year are not necessarily selected candidates in the same year.
Number of selection tests (new in 2019)
- 1 380 occupational tests
- 15 271 sports tests
- 13 709 cognitive tests
- 9 104 language tests
- 11 909 personality tests
- 4 471 background checks
- 5 402 selection boards
- 6 706 deliberations
Communication and marketing
On a regular basis, (new) communication channels and tools are used to inform the public of vacancies for operational and civilian staff.
| Marketing tools | 2018 | 2019 |
|---|---|---|
| Brochures and flyers | 40 000 | 69 000 |
| Telephone calls | / | 20 985 |
| Emails (dealt with) | / | 14 158 |
| Jobpol website visitors | / | 1 414 750 |
| Facebook messages | 2 925 | 3 782 |
| Training sessions in police zones | 9 | 8 |
| Info days in police schools | 8 | 36 |
| Followers on the Jobpol Facebook page | 28 452 | 31 846 |
| Recruitment events (info sessions, job fairs, etc.) | 293 | 265 |
| Other events (festivals, sports events, etc.) | 432 | 241 |
Information brochure for administrative and logistic staff
On the occasion of Belgium's National Day, a new brochure for recruiting administrative and logistic staff was developed. Until then, the Federal Police had an information brochure for operational staff only. Both brochures are used at recruitment events, job fairs and festivities.
It was necessary to develop a short brochure for administrative staff since the Integrated Police has a shortage of candidates for bottleneck vacancies (doctors, IT specialists, mechanics, etc.). We can be proud of the result: an information brochure explaining more about the Federal and Local Police and about the different levels with testimonials of colleagues who already work in an administrative job. We managed to publish the first edition just in time for the Police Village. This enabled us to explain the various career opportunities within the police to a large number of people.
New look for Jobpol recruitment site
The Federal Police has launched a new (temporary) website. This website gives visitors a structured overview of job and career opportunities within the Integrated Police. Candidates have a clear view of all the vacancies and the tests required. They also find tips and tricks to be able to carefully prepare their application. The site also lists all the scheduled recruitment events and offers the possibility to prepare for the selection procedure by contacting, through an electronic form, one of the 1 600 recruitment contact points within the Integrated Police.
The www.jobpol.be www.jobpol.be website is available in French, Dutch and German.
Meanwhile, the Federal Police is working hard on a new and final Jobpol website which will be launched in the years to come. This site will allow candidates to submit an online job application, choose between selection dates and consult their results online. Furthermore, the HR Unit will have a full view on selection procedures. This fits in with the Recruitment and Selection Service's aim of working with partners in a transparent and customer-oriented way.
Another innovation is the new logo. The famous blue and yellow logo was replaced by a new and modern logo which reflects the new visual identity of the police.
Attracting and retaining talents together
The police is one of Belgium's largest employers, but is it also seen as an attractive employer? To be able to answer that question, the Federal Police decided to call in the Randstad employment agency to work on the employer branding concept together with the Local Police.
It is of vital importance that the police is seen as an attractive employer in order to attract and retain talents. One of the initiatives was an internal survey: large-scale, anonymous and supplemented with focus groups.
The analyses and results of this project allowed us to strengthen our employer promise. This will be integrated in (external) recruitment campaigns and the (internal) human resources policy. The internal survey on employer branding shows that the police scores high for career opportunities, job content, social relevance of the work and working atmosphere (collegiality/corps spirit/teamwork/cohesion). These aspects are the backbone of our employer promise.