How to hire a rescue worker

How to hire a rescue worker, step by step

Here's a step-by-step rescue worker hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a rescue worker job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new rescue worker
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the rescue worker you need to hire. Certain rescue worker roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect rescue worker also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of rescue workers.

   Type of Rescue Worker	Description	Hourly rate
   Rescue Worker		$7-19
   Fire Fighter	Firefighters are responsible for controlling, putting out fires, and responding to emergencies involving life, property, and the environment. They operate firetrucks and other emergency vehicles, along with track down and save victims in burning buildings or other emergency situations... Show more	$16-42

2. Create an ideal candidate profile

   Common skills:

   • CPR

   Responsibilities:

   • Create and manage Facebook pages and advertising for both rescues.
   • Obtain USAR technician level certifications and pump operator certifications.Skills UsedSupervisory skills, prehospital skills, FTO and preceptor skills.
   • General maintenance such as but not limit to HVAC maintenance/repair, electrical maintenance/repair, minor plumbing maintenance/repair.

3. Make a budget

   Including a salary range in your rescue worker job description is one of the best ways to attract top talent. A rescue worker can vary based on:

   • Location. For example, rescue workers' average salary in indiana is 52% less than in maine.
   • Seniority. Entry-level rescue workers 63% less than senior-level rescue workers.
   • Certifications. A rescue worker with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a rescue worker's salary.

   Average rescue worker salary

   $12.35hourly

   $25,681 yearly

   ---

   Entry-level rescue worker salary

   $15,000 yearly salary

   Updated December 18, 2025

4. Writing a rescue worker job description

   A rescue worker job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a rescue worker job description:

   Rescue worker job description example

   *SUMMARY OF JOB REQUIREMENTS AND RESPONSIBILITIES*
   
   *JOB TITLE*: Rescue Personnel
   *REQUISITION*: FOS001E
   *DEPARTMENT*: Generation
   *LOCATION*: Jeffrey Energy Center, St Mary's, KS
   *PAY RANGE*: $20.00/hour with a step increase to $25.00/hour upon training completion.
   
   *Scheduled Work Hours*:
   • This temporary position will work a variety of shifts including: days, nights, weekends and holidays, and often with short notice. Regular scheduled hours are Not Guaranteed.
   
   *Summary of Primary Duties and Responsibilities*:
   • Perform high angle and confined space rescues.
   • Provide care for the acutely ill or injured employee as first on the scene.
   • Perform periodic inspections and inventory on medical equipment/supplies, rescue and fire extinguishing equipment.
   • Perform safety related functions as assigned.
   • Chosen candidates will be offered the option to become instructors for CPR/AED/First Aid and Incipient Fire Training.
   
   *Education and Experience Required*:
   • Training as a Kansas Emergency Medical Responder or higher
   • High School Diploma or Equivalent.
   
   *Skills, Knowledge and Abilities Required*:
   • This person must be able to function as a cohesive team member and be able to accurately and quickly function during stressful situations.
   
   *Licenses/Certifications*:
   • Possess current Kansas certification as an Emergency Medical Responder or higher.
   • Possess a valid Kansas Driver's License.
   
   *Working Conditions*:
   • This position requires you to work inside and outside of the plant during all types of climates.
   • This position requires work at great heights and in very confined spaces.
   • The employee must be medically qualified to wear a supplied air respirator.
   • Occasional travel is required.
   
   Evergy has a clear mission - To empower a better future. Evergy chooses to live this mission by valuing People First. We know to accomplish becoming the most innovative and reliable energy company, we need a team with a variety of backgrounds, perspectives and skills. So, our goal is to be a diverse workforce that is representative of the communities we serve. We are committed to celebrating diversity and building a team where everyone - regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status - has a voice and can bring their best every day. We know that the more diverse and inclusive we are, the better we will be. Evergy is proud to be an equal opportunity workplace and is an affirmative action employer.
   
   **Job:** **Power Plant/Generation*
   
   **Title:** *Rescue Personnel*
   
   **Location:** *null*
   

   Copy this example

   

5. Post your job

   To find the right rescue worker for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with rescue workers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit rescue workers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your rescue worker job on Zippia to find and recruit rescue worker candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit rescue workers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new rescue worker

   Once you've found the rescue worker candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new rescue worker first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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