Cost-effective selection of fire fighter recruits.
To discriminate suitable fire fighters from recurring large groups of applicants, an objective test battery was developed which screened applicants on the basis of physical, psychomotor, and mental abilities. The physical and psychomotor selection procedures first involved fundamental tests of general aerobic endurance, upper body strength, and anaerobic endurance. Successful candidates progressed to more specific tests. Measurements were made of height, weight, hamstring flexibility, balance, strength, upper body flexibility, hand-eye coordination, and the ability to negotiate a fire fighting simulation course. Results of these tests were weighted, allocating 25% to physical tests, 20% to psychomotor tests, and 39% to the simulation course. These scores were then combined with scores of several knowledge tests weighted to be 16% of the whole. This provided a computer-generated ability profile of the top applicants which was considered at their interview before a final selection board of fire service officers. Selected candidates were then required to pass a medical examination. Pearson correlation coefficient analysis of 1984 test results demonstrated general independence of the tests (R = -0.34 to R = 0.52), with the exception of bilateral grip strength (R = 0.77). The first four trials of the selection procedure screened 3,172 applicants, 16.4% of whom were finally selected for interview. City officials estimated that based on a comparison of new and previously used selection procedures, cost savings of +92,500 were being achieved by 1984.
D001955:British Columbia; D003362:Cost-Benefit Analysis; D005080:Exercise Test; D005390:Fires; D006801:Humans; D009790:Occupations; D010556:Personality Tests; D010559:Personnel Management / Q000191:economics*; D010560:Personnel Selection / Q000191:economics* / Q000379:methods; D010807:Physical Endurance; D011597:Psychomotor Performance