Recruitment methods will be based on several factors:
- What would have the greatest impact
- What you can undertake
- What you can afford
First, create a goal for your program. The goal may be based on the demographics of the community or by the incoming applicants in the department. Or, create a reasonable goal based on what the department needs or can achieve in a specified timeline. All of these factors will play a role in determining your goal.
The department may already set aside funds to perform recruitment. Whether the budget is very small or funded by the local, use the resources that are available. Use the local's relationships with the media, affinity organizations and within in the community to strengthen the program.
Don't forget to consider when you will do recruitment. Research shows that having continuous and open application periods and continuous testing decreases diversity. By beefing up recruitment and test preparation programs closer to the time of recruitment may have greater impact on diverse applicants.
Consider the following when creating your program:
1. Use a combination of formal and informal methods.
Formal Methods:
- Website (city or specific website for message)
- Cadet Program or Presentations/Table at Schools
- E-Newsletter
- Posting on Local's Website
- Advertising in the newspaper
- News Stories
- Open House
- Public Service Announcement
- Job Fairs
- Orientation Session/Informational Session
- Mail/ Newsletter
- Radio — One local invited a radio station to broadcast from their fire station
- Banners
- Ads targeted atdemographic
- Community events
- Banners— One local put a banner on every fire station highlighting the benefits of the job
Informal Methods:
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Word of Mouth — This is most successful when those you want recruited are passing along the information.
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Sponsorship Programs (allow current employees to recommend candidates)
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Mentorship Program or Education/Test Prep Program
WORD OF MOUTH
Word of mouth is a successful method, especially when your targeted audience is spreading the message. For example, women can talk with other women about being a first responder and have greater influence.
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2. Provide key details behind the job.
Many departments have found giving more information about the work, benefits and career possibilities allows potential applicants to see the opportunities behind working in the fire service. Let them know the positives of the job—and the negatives, such as the 24 hour shift.
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One Southwestern U.S. local provides detailed information such as job duties, steps in the selection process, test preparation assistance, salary and benefits. One department also provides information on the variety of careers in the fire service, especially for younger people who are looking to start their careers. |
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3. Specifically target the group you wish to recruit.
Even when targeting a particular group, a message of inclusiveness can be communicated to all groups. You may organize an event specifically for Hispanics, and find that only half the crowd was from the target group. Include the group you wish to target in everything you do—your ads, your website, your recruitment. There are concerns regarding targeted recruitment. For example, in California Proposition 209 specifically prohibits programs, initiatives or policies that give preferential treatment on the basis of race or gender (For more information visit www.acri.org/209 or www.eeoc.org).
4. Communicate the diversity in all your messages.
Show diversity on your website, recruiting information, study guide and anything else you are passing out.
| One Eastern U.S. departments enlists the help of its affinity organization in their recruitment effort. It also reaches out to local chapters of the National Association for the Advancement of Colored People (NAACP) and Asian American Associations. They both use word of mouth and formally advertise in major and local newspapers, radio and television. This combination has been successful for their department. |
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5. Create a mentoring program to assist them into the department and through their first year.
Studies show that individuals with mentors rated themselves as having more career opportunities, recognition, satisfaction and promotions rather than those without.
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