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HiRING PROCESS FOR MOST US FIRE FIGHTERS

Posted by JobNewsRADIO
Jul 29 2010

http://indygov.org/eGov/City/DPS/IFD/Recruitment/Pages/Hiring%20Process.aspx

Firefighter Hiring Process

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HIRING PROCESS FOR MOST US FIREFIGHTERS

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If You're Thinking About A Job As A Firefighter - Better Read This First!

Whether you live in Indianapolis, or Orlando, or Memphis, or Sacramento, or any medium sized city, and these days, even smaller cities and towns; you will likely face a tough - but managable - job application process. One notable enough, and consistent enough from town to city to county, etc., to highlight herein.

if you prefer to become a firefighter, for whatever reason, consider the procedures and activities related to the rigorus application procces most firefighter job applicants face - just to be considered for hire! Much of the information on the hiring process iinvolved, comes from the City of Indianpolis .

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In order to apply for most firefighter positions, applicants must meet certain basic requirements. Once those basic requirements are met, applicants must be able to fulfill all conditions of the hiring process. Failure to comply with any portion of the hiring process, or misrepresentation, will disqualify the applicant from futher consideration during the application process.

Firefighter Job Application Process

See Guides To Help Organize Your Job Search

SOME REQUIREMENTS:

Age: Must be at least 21 years old to apply and not reach age 36 by date of appointment.

Education: High School diploma or GED.

Possess: A valid drivers license.

Background: Must not have been convicted of a felony.

Residence: Usually must reside in the City or County or adjacent area within 6 months of appointment.

Once the application has been submitted, most applications are put into a database. As needed, Fire Departments will begin a hiring process. Those applicants whose names are in the database before the pre-determined cut off date, will be notified of the current hiring process. Those who miss the cut off date will usually have to wait until the next process begins.

Documents Needed: At some point in the process, you may be asked for these documents. It would be beneficial to have them handy. 1. Copy of Valid Drivers License. 2. Copy of social Security Card. 3. High School transcript or Diploma (copy) 4. Official College Transcript (with seal) 5. DD214 (military discharge) 6. Official driving record (must be current and run within days of submission). You may obtain this at most local State Drivers License branch. 7. Exact names, addresses and fax numbers of all employers within the last 5 years. 8. Names and addresses of 5 references.

Appplication Pick-Up: This the first phase of the hiring process. All applicants must officially apply. This is mandatory. Bring a valid drivers license. Most applicants will have the opportunity to review and make adjustments to any contact information the department currently has on file. It is usually the responsibility of the applicant to make sure the department has the most current address and phone information for the applicant. Usually each job application packet will contain information about the process. Each applicant should allow a two hour time frame to complete the packet pick-up. At this time you may be asked to sign up for tutoring sessions or a written test appointment.

Tutoring Sessions: Many Fire Departments offer applicants free-of-charge tutoring sessions to help familiarize them with the written test and oral interview. Such sessions are often designed to give the applicant the necessary information to help them succeed. These sessions are helpful and informal usually not mandatory. However, it has been proven that those applicants who attend the tutoring sessions, tend to score better than those who don't. At this time maybe ask questions and receive practical hints on how to prepare for the written test and oral interview.

Written Test: Applicants should plan to arrive no later than 1/2 hour before the scheduled start of a firefighter test. Ask how much time should be allotted to complete the testing. Most such tests require a 2-6 hours. Each applicant must present a valid drivers license. If you arrive late, for any reason, you will not be admitted and you will not be able to continue on with the hiring process. No exceptions, usually. Most applicants get time to study the booklet and take notes before the test. It is helpful to use all of the time given to you to study. Write information down so it helps you remember. After study time is up, you will be given a short break before the test begins. Most organizations will not allow you to use your notes during the test, and no cell phones are allowed in most testing sites. Most test take approximately 2 hours or so to complete, and typically contain 200-250 questions. Written exams cover areas such basic math, reading comprehension, memorization, problem solving as well as other areas. If you are caught cheating you will be effectively removed from the process.

Oral Interview: Applicants selected to move on to the next phase of the process are typically notified by mail. The letter will inform them of their oral interview date and time. You must present a valid drivers license. Applicants should plan to arrive at the test site no later than 1/2 hour before their scheduled interview time. If you show up late for any reason to the oral interview, you will not be admitted and will not be able to continue in the hiring process. No excuses. The oral interview itself lasts about 20 minutes. You will sit before a board of several people, who will ask you questions and grade your response. Please dress as if you were going to a job interview for a corporation. It is helpful to give complete answers and use all of the allotted time for each question.

(CPAT)Candidates Physical Ability Test: Applicants that are selected to move on to the next phase of the hiring process will be notified by mail. This letter will inform them of the CPAT dates and time schedule. The CPAT test is a strenuous, timed physical test that is pass/fail. It is not a competition. Applicants should plan to arrive at the test site no later than 1/2 hour before their scheduled time. You will need to present a valid drivers license. If you are late for any reason, you will not be admitted and you will not be able to continue on with the process. No excuses. You should wear comfortable workout clothes (no shorts) and tennis shoes. Most Fire Departments offer each applicant open practice sessions, one-one-one sessions and then the actual CPAT test. While the open and one-on-one sessions are not mandatory, they are very helpful and highly reccomended. There may also be an opportunity offered to candidates to attend a conditioning program that deals with specific exercises geared to help you succeed on the CPAT test. It has been proven that candidates who take advantage of the conditioning program, do better than those who don't. The CPAT testing involves job related skills that will measure an applicants ability to perform the job. It is important that you are in shape both in strength and cardiovascular. If you are unable to meet the time standards of the test you will not pass.

Important Information Please Read: The firefighter CPAT is very strenuous. If you have had a recent illness, are pregnant, had surgery or are taking medication, verify in writing with your healthcare provider whether or not it is safe for you to take the test.

Aerial Climb: Applicants selected to move on to the next phase of the hiring process will be notified by mail. They will be informed of the next phase and time schedule. The aerial climb is one such phase. Each applicant should plan to arrive at the testing site no later than 1/2 hour before their scheduled time. You will need to present a valid drivers license. Please wear workout clothes (no shorts) and tennis shoes. A pair of leather gloves may be helpful. If you arrive late for any reason you will not be admitted and you will not be able to continue on with the process. No excuses. The aerial climb is a timed event that is pass/fail. If you do not make the climb up and down in the allotted time, you will fail.

Background Investigations: All Candidates who have reached this phase of the hiring process will usually be required to get fingerprinted and go through a thorough background investigation. This investigation will cover your criminal and driving history. Some Fire Department do credit history checks. If you have been convicted of a felony you will sometimes be removed from the process. It is important that you have all pertinent information relating to your employment history and references. Background Investigations can take weeks to perform. It not necessary to call for updates. If your background check and fingerprints turn up clean you will be notified by mail if you have been selected to move on to the next phase of the process.

Medical and Psychological Exam: Those applicants selected to move on to the next phase of the hiring process will be notified by mail and informed of their scheduled time for these exams. The Psychological Exam is the MMPI and takes about 2 hours to complete. Once the MMPI resuts are tabulated, the applicant will sit with the psychologist for an interview. The psychologist will then make his reccomendation on whether or not the applicant should continue based on the information given. More information on the MMPI can be found http://en.wikipedia.org/wiki/MMPI and other websites such as this. The Medical Exam is a comprehensive physical given by the physicians group that works with the City in question. This exam allows the medical history and current health of each applicant to be reviewed by a physician who will then recommend whether or not the applicant should continue. Tests included, but not limited to are Body Fat, Hearing/Vision, Treadmill, Blood and Urine samples.

Conditional Offer of Employment: Once a candidate has successfully completed all phases of the hiring process, they may be given a conditional offer of employment. This offer states that the candidate is eligible for the next recruit class. It does not committ to any schedule or time frame. Please be patient. You will be notified by mail of the dates for the next recruit class.

If at any time you were not selected to move on in the process, or you failed any portion of the process, you may often be able to re-apply online for the next recruit class. There is no waiting period between applications for most Fire Departments. Often times it takes several attempts to make it through the process completely. Keep trying!!

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Categories: Job Search Articles, Job Search Directory, Job Search Experts, JOB SEARCH Magazine, Job Search Resources

How To Negotiate Top Job Offers - 2 Simple Rules Recruiters Use

Posted by Mark Baber
Jul 20 2010

How To Negotiate A Job Offer

How To Negotiate Top Job Offers - 2 Simple Rules Recruiters Use

Consider the simple plan below, to respectfully motivate an employer to offer you top wages; and for them to agree to the additional income, not simply because you ask for more money, but because you prove your value to them first, in your initial contact with them; and in every subsequent contact, and in the resume you provide them, in the cover letter (if you use one), in your job references, prior to and during the job interview, and before the job offer, and long before you ask for an increased starting income. Every detail of this approach offers another example to the employer of how your skills and experience match their exact hiring needs; presented in a format historically proven, by job placement experts, to trigger a positive response from employers.

RULE #1:

Most of the work in negotiating a respectable starting income is done in advance of asking for it.

Begin all pay negotiations at your first contact with a potential employer. Not to talk money; to express your skills in ways that act as solutions to their specific workplace issues. But be certain to equate your workplace examples numerically. Lightly sprinkle employer contacts with statistics (examples below) that plainly illustrate that you may be one of the solutions to their hiring needs. Add the same sort of comments to your job references, too, and cover letter, build them into workplace topics you choose to ask questions about or discuss in your job interview, follow-up, etc. All contacts with that hiring agent and their staff should carry statistical or mathematical references to key skills and know-how that exactly match workplace hiring needs for the job title sought. Later, when time arrives to ask for more pay, it's easier to get positive results when the employer has already had time to mentally digest the multiple bits of information that - on a whole - strongly show you as a top job candidate.

Studies done by the respected training organization AIRS, on performance based hiring -whereby past workplace performance measures help indicate future results - confirms... job candidates who merge select numerical statistics into job search documents and conversations, get hired faster than candidates who use generic resume and job search discussion content. Turns out, the human brain deals with numerical expressions in a unique way; especially - in the case of job search - where those expressions are intricately tied to your individual, personal workplace events that match employer hiring needs.

By combining a series of pre-planned numerical expressions, based off your personal workplace experiences, illustrate to the employer the various favorable career results you have created in the past. Use real events, whose results put a positive spin to one or more of the important job requirements, or skills, or employer hiring needs for the job sought. That action imprints a memory of 'workplace solution' into the mind of the hiring agent (and participating staff). It's a logical memory, one easily made and easily recalled. This memory quark operates because of the way the human brain sub-consciously processes and analyzes numbers and statistics, in its capacity to create dynamic links between the 'stats,' the applicant, and the job opening.

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 REACH OUT TO EMPLOYERS

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Rule #2 - Use facts and statistics to express skills

Simply put - use organized facts and numbered values (i.e. percentages, category or business totals, change ratios, comparisons, etc.) to express job skills and industry know-how on a resume, in a cover letter, and in other related documents. It's a way to quietly, and indirectly remind the hiring agent of your unique suitability for specific tasks related to the job you seek.

The strategy suggests using additional 'performance based' examples, too, like for use in select job references, in order to further highlight and support your workplace scenarios. And again in the job interview(s) itself, where a candidate puts a voice to the facts and statistics and work events - helping keep the interviewer(s) focused on the candidate's suitability, as the candidate answers job interview queries. As each mathematical expression helps the hiring agent see an applicant's ability to relate to and repair specific workplace issues - industry studies confirm - the employer carries away an expectation of success about that particular job candidate.

If your job search has not garnered you the job offers you prefer, consider adjusting your efforts to take on attributes of the strategies covered in this article. They are tested over decades by professional job placement specialists, who have put them to use to produce higher job income and benefit terms in new employee job offers.

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Categories: Job Search Articles, Job Search Directory, Job Search Experts, JOB SEARCH Magazine, Job Search Resources

2 Secret Reasons 90% of Employers Won't Hire You - Reasons They Won't Discuss!

Posted by Mark Baber
Jul 05 2010

Jobs Search Resume and Job Interview Help

2 Secret Reasons 90% of Employers Won't Hire You

- Reasons They Won't Discuss

While most of us job applicants are organized, on time, dressed appropriately, even prepared to discuss specific workplace topics and job attributes at a job interview - large numbers of job seekers fail to address unspoken hiring protocols often posed by many employers. Transgress against these often hidden hiring hurdles and you may find yourself on the way through the door marked "Exit," headed back to your transportation, no job offer in hand.

What are those unspoken job search issues? First let's look at some of the more obvious reasons employers remove applicants from the hiring process. For instance, arriving late to a job interview, or arriving overtly early, is a 'no no;' neither of those actions will endear you to a job interviewer. Nor will cell phone use in the midst of a job interview. Or use of any type of food or drink product, unless it's part of the job interview, like when meeting at a restaurant, a café, or a lounge of some sort, or if the interviewer or their staff offer such a product.

Jobs, Job Search, Job Resume, Job Interview Help ... NOT!

That's the 'quick list' version of some common reasons employers remove individuals from their hiring processes. Deeper reasons exist, too, with just as deadly a job search result as those issues mentioned above, yet not as obvious to us. In fact, most readers of this article will silently believe they already have a good understanding of the general hiring process, and do a good job organizing and implementing their job search, and especially their resume and job interview techniques. As a consequence of that thinking, like U.S. Department Of Labor statistics verify, and ninety-percent of job seekers already know, but may not want to face - nine-out-of-ten job interviews do not generate a job offer! Here are two primary reasons why many job applicants find themselves on the wrong side of job offer door:

Poor resume preparation - Delivering a resume that doesn't address specific workplace tasks and expectations of results that an individual employer prospect seeks is a waste of your time and theirs. For the most part - employers need to see that information on resumes; employers react weakly to weak resumes, and strong to resumes that express a strong understanding of the job the company is trying to fill. Employers especially do not like resumes that carry misspellings, poor punctuation, or sloppy formatting - we all know that, right? But did you thoroughly proof-read your own resume, twice or more? Nor do employers appreciate resumes that ramble on about unrelated aspects of endeavors concerning past positions; keep your resume focused on the hiring needs of the employer seated in front of you. Customize your resume for them. Let them know you customized your resume for them, as a courtesy, to match the job and to be effective when you meet together.

Poor job interview preparation - Employers really don't appreciate it when you show up for a job interview, but failed to investigate the background, direction, hiring needs, and specific workplace requirement for the job title you seek.

Rehearse aloud your answers to specific, expected job search questions, that relate directly to the workplace skills required, and hiring needs of that particular company and the job title sought. Strive to understand the company and the job you want. And strive to understand it as well as the job interviewer does. Don't just review your thoughts on these super important job place issues. Your possible employer has thought and written and discussed these hiring issues to the extreme. Do the same - if you really want the job. Organize lists of topics and questions that the job interviewer may ask about in your upcoming job interview; then write each question out in detail, and their respective answers, then say aloud the responses to those questions, say the words aloud to another person, to see if they make good sense of what you say. Let your answers be brief, but to the point. Then, practice, practice, practice.

Ponder the job search issues mentioned within this article, how they lurk in the ways we present ourselves as job applicants for a particular job title or to a particular employer prospect. Understand that a job seeker has to be seen as the best, most prepared, smartest applicant for a particular job title - from first contact to that all important job offer moment.

Mark Baber: Job Search Radio Host and Executive Search advisor to http://www.JobNewsRadio.com - where over 5-MILLION Job Seekers receive "Hey,DoYaWannaJob?" Job Search Magazine, to find hiring resources for all US states, and 1000's of unadvertised job openings (all major markets).

Access custom job search "widgets" that organize a job search by specific vocation and city/region, and deliver serious employers ready to hire in your specialty: http://www.jobnewsradio.com/hdywaj - and much more. Explore hiring trends in your specific vocation and region of the country.

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Categories: Job Search Articles, Job Search Directory, Job Search Experts, JOB SEARCH Magazine, Job Search Resources