There’s been a definite up-turn in opportunities for firefighters to make a move to a new Fire & Rescue Service. This is great news for firefighters to enjoy increased flexibility for making big life choices, and convenient for FRS’ to boost their numbers whilst minimising costly recruitment and training. And not to mention the advantage to on-call firefighters who are often included as potential applicants to make the shift to whole-time.

For an FRS, it’s crucial to choose the very best applicants fairly and objectively, and make sure that the firefighters they welcome are going to be a good fit with the values and behaviours of the organisation.

In May 2024 we supported a UK Fire & Rescue Service to select 10 new firefighters from their shortlisted pool of 30 on-call and whole-time candidates from 6 different Services.

Following application form sifting, operational testing plus interview, candidates were asked to complete VCA’s Values & Behaviours assessment. (This assessment can also be used prior to the other stages as a sift if preferred).

Candidates were first invited to reserve their assessment slot on VCA’s online booking system. From there they completed a quick IT checklist to ensure they had the correct set-up to facilitate the assessment.

VCA’s Firefighter Transferee Career Progression Gateway (CPG)

This assessment comprises a 32 item Values Questionnaire (VQ) and a One-to-One Video Roleplay (VRP).

Values Questionnaire

The VQ is an un-timed test with a guideline of 15-25 minutes for completion, where candidates review short values-based, generic FRS scenarios to determine if they agree or disagree with the outcome or action described. This online test is automatically marked on candidate completion with a brief feedback report provided.Candidates have the support of an online VCA administrator to help them get set up and to answer any non-assessment related questions.

Video Roleplay

After a short break, candidates are then invited to the second part of the assessment, the one to one VRP. Candidates log into a Microsoft Teams call to receive instructions on the roleplay exercise from a VCA administrator. After 15 minutes preparation time (invigilated non-intrusively by the administrator) the role-player/assessor joins the call to commence a scenario-based discussion of up to 20 minutes, where the candidate needs to make suggestions and respond to questions based on information provided. The role-player/assessor uses a carefully designed script, and immediately after exercise completion marks performance against the National Fire Chiefs Council’s Leadership Framework criteria. Scores, feedback reports and developmental guidance are generated at this point, with rank ordered results sent to the client within three days of completion of the last role-play. At this stage VCA also provides candidates with a feedback report, to to support their on-going development.

The external administration/invigilation works to put candidates at ease, respond to any questions and help with any IT issues, aiming to build rapport and offer support to minimise stress or anxiety. Reasonable adjustments to support neurodiverisity are available.

For this project, 20% of candidates were identified as ‘high potential’; two thirds passed both exercises, and over 85% achieved the pass mark with a score averaged at 74% across the two exercises.

Only two candidates did not achieve the VQ pass mark and 30% of candidates did not pass the role-play.

The FRS were able to use the data supplied by this independent, robust assessment to support fair and evidence-based selection decisions. This impartial evaluation provided important information on each individual’s values, priorities and ethics, giving confidence to the Service over important selection choices.

“I really enjoyed the different elements to this assessment which seemed to be a very refreshing change from other assessments that I have been through before.”

“I very much enjoyed the exercise and believe the content was relevant to the role of a Firefighter.”

“It was very relevant as a Fire & Rescue Service we need to engage more with organisations and young impressionable groups.”

“Very good and challenging, but very good learning points.”

This is a sample taken from various candidates feedback post assessment.

This assessment was an important step in ensuring the selection of the most suitable individuals to join existing FRS teams.

Using VCA’s CPG provides Services the option of consistency of behavioural assessment from Firefighter to Chief Fire Officer level. Results can be tracked across Fire & Rescue Services, and high potential scores and pass marks are data driven and consistent at all levels.

For £199* per candidate, FRS’s can rely on a fair and efficient way of identifying the best candidates for available roles in a user- friendly and supportive format.

*Remote invigilation and administration is charged at a minimal additional day rate.

For more information on using the FF Transferee CPG please contact us here.