Large Midwestern Department

• 25 part time recruiters; 14 are women and minorities
• 1% of budget goes to recruitment
• They have never been under consent decree and representation of women and minorities in their workforce.

This department recruits through news stories, advertising in newspapers, ads in the newspapers, radio and television (whose audience is women, ads on cable television), direct mail, word of mouth through strong relationships with community groups, job fairs, churches, schools, open houses, and on the department website.

“We make use of our current diversity and continue to build on it. We involve current employees in recruitment and formalize word of mouth activities through community organizations.  We also continue to use formal methods of advertising to reach all segments of our market.  Our website and recruiting materials reinforce the message of valuing diversity.”

Medium Sized Midwestern Department

• 20% of this department is women
• Most of their ethnic diversity is new—within the last ten years

This department uses advertising in major and community newspapers, radio and television, word of mouth, relationships with community colleges, recruit in other cities or towns, news stories, job fairs, churches, schools, open houses, orientation sessions and the department website to recruit.

“Hire quality and diversity, after a few years, other employees recognize the world didn't end. We have a cooperative union/administration program, which assigns mentors to new employees. Employees communicate with candidate and keep them informed—they act as informal recruiters and also teach classes.

Small Southern Department

• Nearly 50% black
• Seven part time recruiters, five of which are women and minorities

The department recruits through advertising in the paper, test preparation, job fairs, open houses and through a cadet program. 

“Offer high school students the opportunity to explore these career paths through courses taught at a technical school.  Encourage, support and provide training for newly hired minority and women fire fighters.  Rigorously enforce harassment policies. Go where minorities are to recruit. Don't expect them to come to you. “

Mid-Sized Mid-Atlantic Department

• Department has never been under a consent decree.
• Shown a commitment to diversity in their recruitment, selection and internal commitment efforts. 
• Has mandatory harassment and diversity training
• All stations accommodate women
• Gains individual feedback with candidates throughout recruitment/hiring process
• Use over 20 methods for recruiting
• One full time recruiter, 20 part time; 10 minorities and 8 women
• 1% of department budget goes to recruiting

This department recruits through targeted advertising in major and local newspapers, word of mouth through community groups, department and other websites, high school cadet program, administer candidate surveys to track recruitment success, mentoring program (including CPAT prep for 12 weeks), and use of written test and oral board process professionally developed and customized for the department to minimize adverse impact.

“We involve current employees in recruiting and formalizing word of mouth activities through community organizations.  We use extensive formal methods of advertising to reach all segments of the market.  We make sure candidates feel welcome, including personal notification of their test score.  If a candidate does not pass the test, they are invited to try again next time.”