Recruiting for many Missouri law enforcement agencies already was down - and news stories from around the country in 2016 didn't help.
Complaints that officers targeted innocent people - as well as the targeted killings of officers - were in the news on a regular basis throughout the year.
In some cases, Mid-Missouri officials said, the news helped recruiting efforts.
"Judging from our interviews," new Lincoln University Police Chief Gary Hill said, "we had several (applicants) state the bad press made them want to be a police officer more, to show others there are good police officers out there."
The Missouri Highway Patrol graduated 39 recruits as new troopers Dec. 30. The following Monday, the agency began the six-month process of teaching another new recruit class.
"We have seen a decrease in the number of applicants over the past two years - previously we averaged 1,400 applicants per year," Patrol Capt. Roger D. Whittler of the Career Recruitment Division told the News Tribune. "This past year, the number decreased to 1,300."
Missouri's Conservation department has experienced a similar problem.
"We have seen a significant decrease in the number of applicants over time," Protection Programs Specialist Travis R. McLain said. "In 1999, we had 1,100 applicants. In the early 2000s, our applicant numbers steadily decreased to the point where we only received 244 applications in 2006.
"Since then, we have seen application numbers in the range of 250-500 when we hire a class of new agents."
That has forced the agency to streamline its "interview process so we can look at more qualified applicants through the interview process," McLain said. "Additionally, we have tried to cultivate higher quality applicants who specifically want to be conservation agents, and not just work in the law enforcement profession."
He said Conservation typically hires a "'class' of officers - 10-15 or so at a time - as required by vacancies" among its agents.
McLain added: "Competition with other law enforcement agencies for staff is probably one of the biggest hurdles we have to overcome. There is a finite number of individuals who desire to become law enforcement officers, and we have to work within the confines of our available resources."
Even after someone applies, the patrol's Whittler said, "The selection process requires extensive testing and a large percentage of applicants - 60 to 65 percent - drop out at some point during the testing. The biggest challenge we face is getting applicants to appear for testing and make the commitment to complete training."
Jefferson City Police Chief Roger Schroeder said his agency also experienced a drop in applications during its most recent recruitment process in fall 2015 and spring 2016.
Monday is the deadline for accepting applications to the department's next recruit class, Schroeder said, and "at this point, it appears we are seeing a return to the level previously enjoyed. We have no vacancies, but we are establishing an eligibility list.
"Although there was a smaller number of applicants most recently, it appears we are returning to previous levels," Schroeder added.
At the JCPD, he said, "We've found it takes about 30 applicants to fill one vacancy. Our selection process is comprehensive, and the competition is intense."
Hiring complications for the city's police have included "organizational diversity," Schroeder said. "We devote a concerted effort to recruit females and minority individuals, particularly African-Americans. It is essential for us to reflect, from a gender and race/ethnic perspective, the city we serve and protect."
Hill said Lincoln's police force just completed a hiring process where they received 12 applications for two vacancies.
"All candidates were very qualified," he reported. "We hire for character and train for skill. We want coachable candidates who are flexible and able to conform to our university environment. We look for well diverse candidates - preferably with university police experience."
Still, he said, some applicants were not interviewed "due to their past criminal history. Most law enforcement agencies use past history of a candidate as the best predictor for the candidate's future, especially if the crime or crimes committed involve deceitfulness or put others in danger."
All four agencies' spokesmen noted the violence and threats of violence have forced training officers to increase their focus on safety training - even though it already was a main component of the training.
And, they said, most recruits indicate a desire to serve others in what they understand is a special career.
"Anyone who is just looking for a 'job' should avoid a career in law enforcement," Conservation's McLain said. "Today's law enforcement officers must be dedicated to the profession in the same way that doctors, nurses, lawyers, engineers, teachers and other professionals are.
"The law, and society, demand a person who is willing to continuously learn new things, adapt to new situations, and is a committed professional - someone who is in it to 'just cash a paycheck' will not be successful."
The Patrol's Whittler added: "As with any career, individuals should understand the duties and responsibilities of the position. The Patrol hiring process is designed to identify people from all walks of life who demonstrate the characteristics that are consistent with the position (including): good judgment, physical fitness, honesty, and a desire to serve and protect."
Hill, who served as a Cole County deputy for years before becoming LU's police chief last month, said: "Dishonest people, people who do not work well with others, people who have severe financial problems and those who are members of subversive groups" shouldn't apply.
And Jefferson City's Schroeder offered a list of several "don'ts" for people considering a law enforcement career.
"Don't apply," he said:
If you want to exercise power over others.
Because you get to wear a uniform a shiny badge (and) a gun.
If you think the danger happens only to others who are less smart or less capable.
Because you get to drive a police car with lights and sirens.
Because you get to arrest people.
Because of the status generally afforded an officer in our society.