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

jjennings@sedonafire.org