Changes to the firefighter application process

There are a lot of ongoing changes in the firefighter application process at this time. which could potentially cause confusion and anxiety for new applicants. This isn’t helped by the fact that some FRS’s are sticking to the old National Firefighter Selection (NFS) process, some are adding in changes gradually, and others are going for a complete overhaul of the process. It doesn’t necessarily mean that the process is more difficult, but you may need to approach your preparation in a slightly different way.

The traditional process

The standard National Firefighter Selection process includes:

This has been the case for over a decade, and many FRS’s are either still sticking to this framework or using elements from it then adding new components into the process.

Is the process more difficult now?

One of the benefits of the NFS process was that no matter where you applied (with the exception of a few FRS’s like London FB who have always adopted different methods) you could be fairly certain that the process would be similar, and confident in what recruitment was looking for in a candidate.

However it’s important to remember that even though these changes (whether partial or total) are being rolled in the themes will essentially remain the same. So to answer more clearly, it isn’t more difficult, most things have just been ‘rebranded’ and shuffled around a little.

Do I still apply in the same way?

Some FRS’s are still using the PQA application form method. However there is some movement towards online application where you may be asked to complete online testing early on in the process, at the same time as submitting your details.

This move to an online system may be beneficial to some candidates as it takes away the need to fill out the more complicated PQA application form where up to 90% of applications are rejected at this initial stage.

Will the PQA framework still be used in the Interview?

PQAs will remain an important part of the interview process, but in addition there will also be more far reaching questions you will have to answer regarding such things as the Fire Service itself and national issues affecting it. It’s likely you’ll also be quizzed on your knowledge of the role, and your personal strengths and weaknesses.

It’s still important to prepare for questions within the PQA guidelines. It may seem like you have to do double the preparation, but this additional range of questions also means you have double the opportunity to prove your suitability and commitment to the role.

How might the ability tests be changing?

The main change to the ability testing is that some FRS’s are moving to online testing, and that this is generally done earlier in the process. Situational Judgement Testing (SJT) is becoming more popular.

These types of test benefit both you and the recruitment team. They let the recruiter see how you might react to a given situation, and assess your suitability for the role more competently. They also give you a chance to discover if the role is really right for you – if you answer the questions honestly and are not selected then it is likely that the career may not suit you after all.

What type of new elements might I expect to see?

There are a variety of reports on the new selection methods being adopted. Recently these have included the following:

Some FRS’s are starting to use an assessment day as part of the selection process.
Group exercises are becoming more common, although many FRS’s are not currently using this method due to the cost and length of time they take to complete. But generally these take the form of a role-play exercise or group discussion.
The use of the Realistic Job Preview (RJP) is on the increase. These are designed to give you a full awareness of the requirements and challenges of the role. They also allow you to ‘opt out ‘if you realise the role may not be for you, before you are too far along in the process.
You may be asked to complete a personality test, or Behavioural Styles Questionnaire (BSQ). These are fairly self-explanatory, created to assess your personality, values and working style, among other characteristics, and further determine how good a ‘fit’ you are for the position.
Some FRS’s may ask you to take basic online literacy and mathematics assessments if your formal qualifications are below the level of GCSE level C or equivalent.
More rarely a FRS might assess a candidate’s listening, comprehension and communication skills through the use of dictation exercises or short candidate presentation.

There has been candidate feedback detailing more unusual selection tasks too – most commonly in the London FRS’s who are known for doing things a little differently. This feedback has included descriptions of practical, problem solving group exercises, similar to those used in military training.

Some FRS are using the fairly vague term ‘practical exercise’ which can cover all sorts of things! However, some reports are that it can refer to an exercise which will test your knowledge of the role and aptitude for making correct decisions. In this scenario you will be given some questions and/or tasks and asked to explain what you would do in that particular situation.

Some Services are using an online or paper based mechanical reasoning test to explore spatial and mechanical critical thinking skills. Taking this one step further is a dexterity test where you will be assessed on your ability to put a piece of equipment together using your hands whilst following a set of instructions. You will be given a set time to do this within and your accuracy in completing the task will be assessed.

Why have these changes been made?

There are various reasons that have been put forward for the changes – funding, politics and a need to update the system to name but a few.

The move to online application and testing is both quicker and more cost effective, and doing the ability tests online earlier in the process means that recruitment can be more effective in sifting out candidates who don’t match up with the job requirements.

The resurgence in the more ‘hands on’ type of assessments is partly in response to criticism that the application process was too reliant on meeting PQA criteria, and that some of the essential elements required to be a successful firefighter were being overlooked in candidates.

Conclusion

The fact that these are not ‘blanket’ changes throughout all the FRS’s, along with the amount of different elements that could potentially be combined and included in the process, can seem somewhat overwhelming. However, the essential characteristics and requirements that recruitment are seeking in a candidate remain the same regardless of these changes.

The guidance in our products is still as valuable as ever in helping you to put yourself across in the very best way possible during the process.

If you’re unsure which product would be best for you please don’t hesitate to contact our friendly and knowledgeable helpdesk team who will be happy to chat with you about your individual situation and offer advice.

Next Page: Firefighter Application

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