Is your force ready for the Policing Vision 2025?

The Policing Vision 2025 sets out the plan that will shape and transform how forces use their resources to keep people safe, whilst providing an effective, accessible and value for money service that can be trusted.
 
In recent years, organisations have evolved the way they engage with their customers, staff and the wider general public.  Although many strive towards a digital transformation, a large number of organisations are still heavily reliant on traditional methods across every function of their business.
 
The modern population is hungry for new technology and organisations that struggle to understand how their target audience needs are changing, face a challenge when looking at wider reform.  Some of the big names who have recently disappeared or face an uncertain future includes; Poundworld, HMV and House of Fraser.
 
Having the foresight and tools to adapt to the changing needs of your staff/customers will be something that will help organisations operate efficiently in the 21st century.  As little as ten years ago, who could have imagined we would be paying for goods or hailing a taxi using an app on a mobile phone?
 
Police forces (although a public body) must operate as a business.  With annual budgets slashed and reductions in police and civilian staff, now is the time to consider wider reform.  In particular the continued use of traditional paper-based methods that can be costly, both on time and money. 
 
One area of business that is evolving at a fast pace is recruitment.  New industry trends including AI, VR and video interviewing, means candidates can now be shortlisted, rejected or scheduled for a final interview without ever speaking to a person over the phone or face to face!
 
Whether recruiting police, civilian, apprenticeships or volunteers, automating every aspect of recruitment will not only ensure compliance with GDPR legislation, it will reduce the time spent assessing applicants and ensure you can compete for and attract the best candidates in the market. 
 
So, with new technology revolutionising the way candidates and recruiters engage with each other, we are seriously asking the question “is paper the thing of the past in recruitment?”
 
Frank Kinrade – Business Development Manager