Innovations in Fire Personnel Recruitment and Retention in Arizona
Discover the challenges and changes in recruiting and retaining fire personnel in Arizona, including national trends, barriers in public sector recruitment, and the importance of benefits for retention in urban and rural communities. Explore best practices to overcome obstacles and improve retention rates.
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Presentation Transcript
Innovations in Recruitment and Retention of Fire Personnel in Arizona Beth M. Huebner Director School of Criminology and Criminal Justice
National Challenges in Hiring There are more public sector criminal justice job postings than ever (NeoGov) 25,000 TotalCriminal Justice Jobs overtime 20,000 Number of jobs 15,000 10,000 5,000 - 2017 2018 2019 2020 2021 2022 Law Enforcement Corrections Lawyers Probation and Parole Legal Suport Courts
Barriers to Public Sector Recruitment and Retention Non-competitive salaries Perceived capacity for impact diminished Lengthy hiring processes Requirements (preferred education and record) Negative experience with system Inflexible work
Changes in Fire Recruitment & Retention in AZ https://morrisoninstitute.asu.edu/sites/default/files/2024- 01/4-Arizona%20PSPRS%20Data%20Analysis%202024.pdf
Changes in Fire Recruitment & Retention in AZ https://morrisoninstitute.asu.edu/sites/default/files/2024- 01/4-Arizona%20PSPRS%20Data%20Analysis%202024.pdf
Retention by Region Public Safety (PSPRS) Employees in large urban areas and rural areas are increasingly likely to move away, Employees in large urban areas and rural areas are increasingly likely to move away, while medium while medium- -sized population areas are attracting new employees. sized population areas are attracting new employees. Large Metro Regions Large Metro Regions have hiring rates that keep pace with exits and retirements, but they have seen an increase in the number of personnel moving laterally out of the area. Suburban and Mid Suburban and Mid- -Size Communities: moves into their positions. Size Communities: show an increasing number of lateral Rural Areas: Rural Areas: show an upward trend in the number of personnel pursuing lateral moves outside of the region, which may indicate problems with long-term retention.
Importance of Benefits for Retention Urban vs. Rural Communities
Recruitment and Hiring Best Practices for Recruitment and Hiring Recruitment Patterns Adapted from the Public Sector Post compelling job descriptions that emphasize impact and mission Include genuine language around the value of diversity Proactively pursue candidates ( post and pray ) Prioritize applicant user experience Coordinate with other recruiters Describe the full range of benefits ( pocketbook pitch )
Recruitment and Hiring Structural Changes Needed for Success Community Needs Vary Rural Areas Increase the number of training locations and/or allow for some virtual training. Housing allotments or other legislative ways to provide affordable housing. Experiment: Can double the chances of application Highlight opportunities for entire families (Healthcare, schools, parks)
Recruitment and Hiring Structural Changes Needed for Success Community Needs Vary Urban Agencies Consider alternate pension and compensation plans. Understand the challenges of shift work. Leadership modeling change and new perspectives. Technology and system change Open agencies to members of the community early and often. Display new parts of the job.
Recruitment and Hiring QUESTIONS? QUESTIONS? Beth Huebner Director, School of Criminology and Criminal Justice Arizona State University Beth.Huebner@asu.edu Report Access https://morrisoninstitute.asu.edu/publication/recruitment-and- retention-arizonas-law-enforcement-and-fire-service-personnel
