What can I expect from a firefighter interview?
Formats for interviewing a firefighter will often differ from fire brigades, although in general candidates may expect to deal with the same type of concern and discuss the same potential contributions that are required at work. Competition for fire brigade jobs is very intense with the fact that many more applicants apply than available positions. Therefore, it is necessary for candidates to prove why firefighters are right for this work. Regardless of the hiring of the fire brigade, this means that candidates can expect to show a high degree of bravery in unpleasant situations. At the same time, candidates are asked to develop their background, effectively deal with situational questions and show how their qualifications correspond to the requirements for work.
Firefighting interview is usually with an interview council, which often consists of three members: Captain of fire, employees of the personnel department and member of the community. During the interview, candidates may expect the Board of Directors to beNotes according to how they carry and respond to the questions presented. Councils will expect regardless of jurisdiction for the candidates to arrive at the interview. Lack of preparation shows a lack of obligation, which is likely to lead to disqualification before the start of the interview, as the commitment will be held in great respect in the fire community.
Before starting an interview, the candidate is usually introduced to the interviews by the chairman. After the performance, the chairman will ask the candidate to sit across the Board of Directors. Candidates are expected to prove courtesy and show self -confidence, although the degree of nervousness is acceptable and even expected. It is important to establish eye contact with members of the Board of Directors Acandidate should also sit in an upright chair.
usually begins a questioning part of the interview by asking the candidate for his background. Throughout the interviewing, the Board of Directors will try every attempt to assess PThe candidate's atemental to work effectively as a fireman. Background questions will usually include work experience, education, military experience, training situations and volunteer experience. Most importantly, the Board of Directors will want to know how each of this experience has prepared a candidate for a firefighting position.
Then the Board of Directors will move to situational questions where members will want to assess how the candidate would react and manage unpleasant situations. For example, the Board of Directors can introduce a scenario where the candidate witnesses a colleague of a firefighter who picked up the items from the house and put them in his coat. Then the Council asks the candidate. The Board of Directors not only expects an answer, but also for the candidate to develop why he would respond in an articulated way.
Thesignaling the end of the fire brigade interview asks the candidate if he has something to add. If so, the applicant should provide this information in a clear and brief way. This includes inYS FLILLING WHY IS RELATED TO THE FINAL DECISSIONS. After providing information or to do so, the President would like to thank the candidate for his time and the candidate should do the same from the members of the Board of Directors and the President.