Recruitment - Research Paper Example

Recruiting Fire Fighters Recruiting Fire Fighters The public and private sector has vastly differed in prospect and ideas. The private sector has mostly been attributed to profit driven with aims made at maximizing the potential of the company. This prospect is different from the public sector. The public sector has the aims of providing potential aimed at the well being of the citizens. Most of the public sector companies are nonprofit based entities with the welfare of the public into heart.

This is the main reason as to why public sector companies are controlled by the government. Public sector jobs require more than expected from their workers. Jobs like fire fighting and law enforcement will expect require one to be self motivated and driven. One should be able to meet challenges. Recruiting a suitable candidate for such posts becomes an issue. Recruiting for a post like fire fighting where a lot more than fighting fire is incorporated, more of commitment than skill is required.

Interviewing potential candidates for these types of jobs may prove cumbersome as interviews are short time based making it hard to figure out a suitable candidate. Employees form the company’s image. The employees also play the role of determinants’ of a company’s potential. This forms the reason to why companies take the recruitment exercise seriously. Interested parties are expected to submit copies of their curriculum vitae (Morrissey, Compton and Nankervis, 2009). Curriculum vitae give professional and personal views on a person.

In addition, curriculum vitae are pivotal to a company as they provide with a variety of options. The companies are able to evaluate the required workforce from the variety of options that are provided accompanying the curriculum vitae. The next process will involve the vetting the recruits. The recruits are invited for an interview to give their personal objectives on the post. The type of interview conducted will differ and mostly depends on the type of company, its objectives and the type of employee they are willing to recruit.

Interview questions will be based on the type of workforce a company is willing to acquire. The recruitment exercise is an essential process in a company, whether private or public company. The recruitment exercise should be set in a way that the desired candidates that fit the company’s requirement are chosen (Morrissey, Compton and Nankervis, 2009). The company should also take its time in deciding the recruitment agency to involve. The recruitment agency should be consistent on the company’s, standing point and the type of workforce to be employed.

In the recruitment of fire fighters, the recruiting agency should be consistent with the recruitment procedures. The agency has to posses’ knowledge on what is entailed in fire fighting. The best results will be gotten if some of the recruiting agents are or were at some point fire fighting members (Snook and Olsen, 2006). This is essential in finding the right candidate for the job. Interview questions should be designed for testing creativity and problem handling capabilities. The candidate should be able to demonstrate high levels of fast reasoning.

This is vital as incidents involving emergencies, there is no time for formulating strategies and mistakes may cost lives. The recruitment agency should consider calibrating the display of fire fighting skills. In the interviewing candidates for fire fighting, an agency should not only dwell on verbal interview question rather they should consider a way in which the candidate should demonstrate their skills. Skills are vital as it will determine how well a candidate handles a situation (Snook and Olsen, 2006).

When the job is to be detailed in a public website emergency, help, hospital and fire fighting websites may form a convenient place when public attraction of the job description is needed. The reason for this is that fire fighting is based on emergencies and emergency websites are a superb fit. References Morrissey, B, Compton, R & Nankervis, A, (2009), Effective Recruitment and Selection Practices, 5th ed. Australia: CCH Limited. Snook, W, J, & Olsen, C, D, (2006), Recruiting, Training, And Maintaining Volunteer Fire Fighters.

New York: Jones & Bartlett Learning.