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Summary C234 Task 1 Template Current 1 .docx C 234 REM1: Task 1: Workforce Planning, Recruitment, & Selection Course Code: C 234 A1. 1 The first factor that is influencing labor demand would be the new mayor s promise. The 2 mayor promised to combat wi$7.49
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Summary C234 Task 1 Template Current 1 .docx C 234 REM1: Task 1: Workforce Planning, Recruitment, & Selection Course Code: C 234 A1. 1 The first factor that is influencing labor demand would be the new mayor s promise. The 2 mayor promised to combat wi
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C234 Task 1 Template Current 1 .docx C 234 REM1: Task 1: Workforce Planning, Recruitment, & Selection Course Code: C 234 A1. 1 The first factor that is influencing labor demand would be the new mayor s promise. The 2 mayor promised to combat wildfires causing an increase in firefighters ...
c234 task 1 template current 1 docx c 234 rem1 task 1 workforce planning
amp selection course code c 234 a1 1 the first factor that is influencing labor demand would be the n
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C 234
REM1: Task 1: Workforce Planning, Recruitment,
& Selection
Course Code: C 234
A1.
1. The first factor that is influencing labor demand would be the new mayor’s promise. The
mayor promised to combat wildfires causing an increase in firefighters in areas with a higher
risk.
2. The second factor is that the mayor’s promise was not pre thought out in how it would affect
the fire department. This caused immediate shortage of firefighters causing long hours and
excessive overtime
3. The last factor would be due to the public knowledge of some firefighters making more than
the mayor due to the shortage of firefighters. This upset the mayor, and put a strain on the
HR department to hire new firefighters quickly.
A2.
1. A factor that is influencing the labor supply would be the amount of qualified candidates in
the area. The state has a high cost of living causing people to move away. This makes hiring
candidates challenging.
2. Another factor would be the amount of firefighters that are eligible for retirement. Within
the next five years about 24 % of the firefighters will be eligible.
3. Lastly with the current average age of a firefighter being 45 years old, a quarter of the
current firefighters will need to be replaced. This could be from promotion from within
which is required by the union contract, voluntary or involuntary termination, illness or
death.
B1.
1. Recruit 35 firefighters
2. Maintain 25 of the new recruits for 1 year
3. Decrease overtime by 50% of the current firefighters in 1 year
B2a.
Target Group Yield Ratio
Emergency Medical 60%
Technicians
(EMT)
, Medical Assistants 11%
Police, Fire, and Ambulance 0%
Dispatchers
Fire Science Graduates 50%
Other Firehouses or Departments 80%
By utilizing the Fire Science Graduates and Other Firehouses or Departments, the applicant pool needed
to produce 25 viable candidates is 42.
B2b.
1. Fire Science Graduates
2. Other Firehouses or Departments
B2b1.
Group One
The yield ratio for the Fire Science Graduates is the second highest ration for applicants that can
fill the role of “firefighter” at the firehouse. This group also has the largest number of applicants
with a 50% hire rate. The group will also have the most up to date knowledge of fire science and
may be able to bring a new perspective to current firefighters.
Group Two
The yield ratio for the other firehouse and departments was the highest at 80%. This means that
all efforts that are put into place to hire are worth it. This group also has experience with real
life scenarios, and will not need as much training as new recruits. This group will also be able to
start sooner because they will not have to complete the 12 week program .
B2c.
Group One
1. One method would be to use electronic job posting sites. Many times you can post on a
college or university website for free. You can also use other commonly used sites such as
indeed.com, ziprecruiter.com, and monster.com. Today the use of online platforms for
applications and job searches are even more popular.
2. A second method to use would be to partner with local colleges and universities and have a
spot set up for the job fairs they host. Upcoming and recent graduates are encouraged and
invited to attend the job fairs. Job fairs when marketed correctly typically have a good turn
out rate making it a great place to recruit new candidates.
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