The Avalon Police Department takes pride and is committed to hiring the most qualified officers to represent our patch. To ensure that we are getting the best applicants to fulfill these positions, we have taken a proactive approach and improved our recruiting efforts by reaching out to the underrepresented genders and race demographics. By taking this approach, we take pride in being an equal opportunity police department. As part of our hiring process, applicants must first successfully pass a physical fitness test and be subject to an oral exam and interview. The applicant will then be subject to an extensive background check and a psychological exam. In addition, recruitment and hiring statistics, including minority and gender recruitment and hiring activities, are then reported annually to the Cape May County Prosecutors Office, as well as described in the Avalon Police Department annual reports which is published on our website.   


  • Advertise employment opportunities at the Cape May County Police Academy and additional municipal police academies throughout the State of New Jersey.
  • Attend High School and College job fairs in New Jersey and Pennsylvania in order to attract more applicants.
  • Post hiring announcements on social media platforms such as Facebook, Instagram and our department’s website.
  • Review our internal positions of Class II Officers and Class I Officers as future hires for sworn positions.
  • Conduct a proactive approach to reach out to police agencies in New Jersey when there is an employment opportunity.
  • Utilize employment seeking websites and take the initiative to inform college students that are interested in law enforcement about employment opportunities.
  • Adjust our department’s Physical Fitness Test to mirror the Police Training Commission’s Pass or Fail Physical Fitness Test.
  • Post departmental photo to show the diversity of our department to help attract the underrepresented candidates. 
  • Post job announcement’s on female law enforcement focused social media pages. 

opens in a new windowAG Guidelines- Diversity in Law Enforcement Recruiting and Hiring