national: average turnover: 17-19% average vacancy: 8% training success rate:
TRANSCRIPT
Hiring The Right People
Jeff JenningsLead 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% Zero Vacancy for
over two years 100% last 3 years
plus off 1 year probation
Average experience 10+ Years
Why? Vicious Cycle
Turnover
Short Handed
Hiring Process
Training
Meanwhile Workload and Stress Increases!
Trainee Doesn’t Make it.
More Hiring
That’s it! Now What????
Disclaimers
Most of the following ideas not “New” or “Unique”
Results may vary
There will be bad times
This takes effort and commitment
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?
Exit Interviews
Why Leaving ? Work Improvements ? Training Program improvements ?
Be prepared for unflattering comments
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 ?
Hiring Process - Overview
Planning Advertising Screen Applicants Sit In Testing Oral Board Background Review of Process and Document
Hiring Process – Planning
Work with HR: Ally or worst enemy ?
Utilize communications personnel
Testing time frame Hiring List ? Lateral Transfers
Hiring Process - Advertising
What’s the Budget ? Local National Social Media APCO/NENA Talk lists Current Employees
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
Hiring Process – Sit In
We required 2 hrs Give Tour Have an agenda Have checklist to
take home Listen to calls Question period
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!
Hiring Process – Oral Board
Utilize communications personnel Same questions each person
Hiring Process – Background
Work with HR to make sure background is done in department policy, and done within confines of law.
Hiring Process – Review
Review the process at each step Make notes on items such as testing so
future hiring can refer to those notes
Conclusion
No quick fix
Communicate with higher ups
Realistic Expectations
