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Hiring The Right People

Hiring The Right People. Jeff Jennings Lead Supervisor Sedona Fire Regional Communications. Statistics. National: Average turnover: 17-19% Average vacancy: 8% Training Success rate: <50% ? Careers average 2-3 years long. Sedona Regional 2012: 7.7% 2013: 8.3%

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Hiring The Right People

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  1. Hiring The Right People Jeff Jennings Lead Supervisor Sedona Fire Regional Communications

  2. Statistics • National: • Average turnover: 17-19% • Average vacancy: 8% • Training Success rate: <50%? • Careers average 2-3 years long • Sedona Regional • 2012: 7.7% 2013: 8.3% • Zero Vacancy for over two years • 100% last 3 years plus off 1 year probation • Average experience 10+ Years

  3. Why? Vicious Cycle Turnover More Hiring Trainee Doesn’t Make it. Short Handed Training Hiring Process Meanwhile Workload and Stress Increases!

  4. That’s it! Now What????

  5. Disclaimers • Most of the following ideas not “New” or “Unique” • Results may vary • There will be bad times • This takes effort and commitment

  6. Current Employees • What’s Good ? What’s Not? • Why did they take the job? • Why would they leave? • How did they hear about the job? • How is the training program? • How are the trainers? • Can they help recruit? • Work Improvements?

  7. Exit Interviews • Why Leaving ? • Work Improvements ? • Training Program improvements ? • Be prepared for unflattering comments

  8. Determine Staffing Levels • What staffing are you now ? • What is your max staffing ? • Staffing Models/Formulas • Are you meeting guidelines (Ring time, NFPA 1221, etc.) ? • Foreseeable turnover • Is Over-hiring a possibility ?

  9. Hiring Process - Overview • Planning • Advertising • Screen Applicants • Sit In • Testing • Oral Board • Background • Review of Process and Document

  10. Hiring Process – Planning • Work with HR: Ally or worst enemy ? • Utilize communications personnel • Testing time frame • Hiring List ? • Lateral Transfers

  11. Hiring Process - Advertising • What’s the Budget ? • Local • National • Social Media • APCO/NENA • Talk lists • Current Employees

  12. Hiring Process – Screen Applicants • Planned prior to receiving applicants • Screened by more than one person • Who is reviewing ? • What is the cut off ? • What is important to your center ? • Local Area Knowledge • Veterans Preference • Prior Experience • Computer Experience • Education

  13. Hiring Process – Sit In • We required 2 hrs • Give Tour • Have an agenda • Have checklist to take home • Listen to calls • Question period

  14. Hiring Process – Testing • Testing software or ? • Test current staff • Set pass/fail levels • Set time limits • We chose top 10 to go to Oral Boards • Don’t be afraid to fail people!

  15. Hiring Process – Oral Board • Utilize communications personnel • Same questions each person

  16. Hiring Process – Background • Work with HR to make sure background is done in department policy, and done within confines of law.

  17. Hiring Process – Review • Review the process at each step • Make notes on items such as testing so future hiring can refer to those notes

  18. Conclusion • No quick fix • Communicate with higher ups • Realistic Expectations

  19. jjennings@sedonafire.org

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