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South Yorkshire Fire and Rescue Service
| Do you know aproximately how many graduates your organisation has recruited between 2004-2005? | 5 |
| Do you know aproximately how many graduates your organisation has recruited between 2003-2004? | 5 |
| Do you know aproximately how many graduates your organisation has recruited between 2002-2003? | 5 |
| Do you know aproximately how many graduates your organisation has recruited between 2001-2002? | 5 |
| Do you know aproximately how many graduates your organisation has recruited between 2000-2001? | 5 |
| How do you advertise vacancies that graduates could apply for? | Science and Maths, Engineering/Building Maintenance, Arts and Humanities |
| From which degree discipline do you normally recruit graduates? | Any |
| Do you have any minimum academic requirements? (e.g. Yes/No) | Yes |
| What sort of work experience do you feel is appropriate for the kind of graduate roles that you recruit for? | Any work experience, including voluntary work, would help when applying for firefighter roles as well as a couple of years life experience. |
| What for you makes an applicant stand out from the crowd? | Common sense, need to be articulate, able to communicate at all levels, wanting to do the job for the right reasons. |
| What common mistakes do you see applicants make at interview? | Not understanding the breadth of the role. Some applicants don't realise that there is a lot of community work involved and school visits, not just fighting fires. Also applicants not doing enough research in the role or organisation. |
| What kind of training do you provide for new starters within your organisation? | Firefighters go through a 12 week induction course at Handsworth which is an intensive course to send them to the station and be safe. Then they undergo a 2 year probationary course. Support staff undergo a six week induction. |
| What is the average starting salary of a graduate within your organisation? | 20000 |
| Do you offer any other kind of work for undergraduate students? | Other |
| Do you know approximately how many graduates your organisation has recruited over the past 5 years?
Please provide details | normally 5 graduates recruited per year |
| Do you have any minimum academic requirements? (e.g. A Level points scores, degree classification) | Uniform - no qualifications needed, non-uniform is job dependent, professional roles require equivalent qualification |
| What is involved in your recruitment process? | National newspaper, Graduate Link, Jobcentre Plus, Specialist publications |
| How does your organisation ensure a good work-life balance? | There are a range of policies that support this - maternity, paternity, career break option. There is a family friendly shift pattern for fire fighters. They are also implementing childcare vouchers to help with child care. |
| How are people inducted into your organisation? How long is the process? | Fire fighters undergo a 12 week induction which makes them safe and enables them to start at a station. Support staff will have a 6 week induction to the organisation and the role. |
| How does the organisation embrace employees to make them feel part of the team? | Being a fire-fighter is a team ethos, each fire-fighter is allocated a watch and they rely heavily on one another for their lives and safety. Each new starter whether support staff or fire fighters are allocated a mentor when they start work. |
| What kind of training do you provide for new starters within the organisation? | Fire fighters go through a 2 year probationary training period where they will learn all relevant aspects of the role. Support staff will receive whatever training is necessary to do their jobs. |
| What benefits/rewards are offered by the organisation? | Holidays, statutory bank holidays, excellent pension scheme, good organisation to work for. |
| What is the recruitment process for a graduate applying for work with your organisation and what core competencies do you look for? | The recruitment process for fire fighters starts with an initial application form. Once the successful applicants have been sifted, they have to do aptitude tests which include numerical and verbal reasoning. They then have to undergo a fitness test to ensure that they have the correct level of fitness. After that there is a medical followed by vertigo and claustrophobia testing. This whole process can take up to 4 months. For support staff there is normally a face to face interview and possibly an assessment centre depending on the role. |
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