02/04/25
Recruiting top talent for your 911 Emergency Communications Center (ECC) can feel like a daunting task, but with a proactive and strategic approach, you can attract candidates who are not only qualified but passionate about the vital role of a dispatcher and public safety as a whole. Here are some effective strategies to help you find the next great addition to your team:
1. Engage with Your Community
Community events and high school career days are excellent venues for connecting with individuals who may not have considered a career in emergency communications. By attending these events, you can educate attendees about the critical work of dispatchers and the skills needed to succeed in the role. Sharing real-life stories from current dispatchers can make a lasting impression and inspire potential recruits.
“One PSAP we worked with has a high school tech program that keeps them in a steady flow of candidates. After they finish their program, they are qualified to work in dispatch part time,” said Erin Winslow, Total Response Implementation Manager. “They keep their part-time graduates on and as they have full-time positions available, they typically hire from their part-time people.”
2. Leverage Career Fairs
Regional and industry-specific career fairs provide another platform to meet prospective candidates face-to-face. Bring informational materials, such as brochures and flyers, to distribute, and be prepared to answer questions about the role, training, income, benefits, and career progression. Having an interactive booth with examples of dispatcher work can also help draw interest.
“Career fairs can really be hit or miss – some have excellent turnout with quality candidates, others are limited.” said Nicole Leonard, Total Response Human Resources. “If you are going for volume, career fairs can be a good place to start.”
3. Utilize Online Job Platforms
In today’s digital age, online job boards are indispensable for recruitment. Post your job listings on platforms like LinkedIn, Indeed, and ZipRecruiter to reach a wider audience. Use keywords like “911 dispatcher,” “emergency communications,” and “public safety” to ensure your posting appears in relevant searches. Make sure your job description is clear, engaging, and highlights both the challenges and rewards of the role. It’s also important to mention a pay range or salary range to make the job more appealing.
4. Tap Into Local Colleges and Universities
Many local colleges and universities offer criminal justice, communication, or public safety programs, making them a natural pipeline for potential dispatcher candidates. Partner with these institutions to promote your job openings through their career centers, job boards, and alumni networks.
“There is a vocational high school in my state that offers Criminal Justice as a program, the school worked with the state 911 board to help students take the state dispatcher certification and additional training.” said Penny Ryan, Implementation Manager at Total Response, “We had several agencies that would take these students on as interns and many have gone on to work as full-time dispatchers. We always worked with local colleges advertising that we were hiring dispatchers as a possible career choice.”
Consider hosting informational sessions or workshops on campus to highlight the importance of the dispatcher role and the unique opportunities it offers.
5. Promote the Role on Social Media
Social media platforms are powerful tools for connecting with potential candidates. Share your job openings on your organization’s social media pages. Consider posting videos or interviews with current dispatchers to give followers an inside look at the role. Social media also allows you to target specific demographics (age, interests, location), making your recruitment efforts even more efficient.
“Social media can be a great tool to get your job openings to a broader audience. You can even target job ads to users who have specific interests and online habits. Like those who ‘Like’ the local Police Department or 911 center.” said Mollie Macklin, Marketing Associate at Total Response. “Using these social platforms and job search apps can help you easily comb through dozens, or even hundreds of applicants, without going through them one at a time.”
6. Offer Referral Incentives
Your current team can be one of your best recruitment resources. Implement a referral program that rewards employees for recommending candidates who successfully join the team. Dispatchers often know people with the right skills and temperament for the job, and their endorsements can add credibility to your recruitment efforts.
Building a Stronger Team, One Hire at a Time
Finding the right people to join your ECC requires effort, creativity, and persistence, but the investment is worth it. By building strong community connections, leveraging digital tools, and tapping into your existing team, you can attract passionate, skilled individuals ready to take on the challenge of serving as a 911 dispatcher.
Remember, every hire brings new energy and potential to your center, helping ensure your community receives the exceptional service it deserves.
