Australia’s fire season looms and researchers are looking to move beyond ‘detecting fires with people in towers and binoculars’.
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SYDNEY—In October, a sensor mounted on an 8.5-metre pole in the Australian countryside detected small particles in the air near a timber plantation and sent out an alert.
When plantation staff arrived, they found a small man-made fire that was already under control, but the incident offered a glimpse of how authorities hope to use new technology to battle bushfires that have grown increasingly intense in recent years.
As a new fire season begins in Australia—a recent bushfire ravaged about half of Fraser Island in the country’s east—researchers are looking to rely more on technology to find blazes quickly and better predict their path.
A monthslong government inquiry into the devastating 2019-2020 fire season in Australia, which killed more than two dozen people and burned an area bigger than Washington state, concluded that authorities need to be better prepared and recommended that officials work with the private sector to develop new technology.
“We’re still detecting fires with people in towers and binoculars. We’ve got to move beyond that,” said Leigh Kelson, program director at FireTech Connect in Australia, a government-funded effort to help startups develop new firefighting technologies. Firefighters also rely on the equivalent of 911 calls to find new blazes.
The ideas researchers are exploring include fitting drones with lasers that can map dry areas at higher fire risk and whether satellites can detect extreme fire behaviour.
Last fire season, authorities were surprised by how quickly the blazes spread and how long they burned, which they later attributed to a prolonged drought that had left the land parched with plenty of dry vegetation to fuel the flames. Last year was Australia’s hottest year on record, according to the government’s Bureau of Meteorology, and fires are projected to become more intense and frequent because of climate change.
Parts of Australia have received more rainfall in recent months, and the current fire season isn’t expected to be as severe. Still, firefighters have struggled to control some of the blazes. The fire on Fraser Island, the largest sand island in the world and a Unesco World Heritage site, prompted officials to tell some residents to evacuate from homes in the path of the flames. On Sunday, firefighters said rainfall had finally helped to contain that blaze, which started in mid-October.
Other regions, including the western U.S. and even in frosty Siberia, have experienced particularly intense fire seasons recently, stretching global firefighting resources and making early detection of fires more crucial. Fires left unchecked can create their own weather systems, raining embers down on nearby communities and pushing dangerous smoke into big cities and even to neighbouring countries.
The sensor that picked up the October fire near the timber plantation is one of more than 40 in a network that covers an area nearly double the size of New York City in Australia’s Victoria state. The solar-powered, cylinder-shaped sensors are packed with instruments including optical and thermal cameras, flame detectors, particle counters for air quality, and ground-vibration readers. The data are publicly available online in real-time.
Attentis Pty. Ltd., a Melbourne, Australia-based company, finished installing the network in early 2019 as a pilot project to demonstrate the technology. They didn’t get much use detecting fires last season because the blazes were too far away.
Cameron McKenna, managing director at the company, said he is in talks to install similar sensor networks to improve fire detection capabilities in other parts of the country. “We use multiple methods of detection as opposed to a single method,” he said.
In Canberra, Australia’s capital, researchers are working with a local firefighting agency to install video cameras on four fire towers. One tower will also have a thermal camera installed.
A computer program will scan images from the thermal camera to detect fires, and a person will monitor the other video feeds. Researchers plan to develop a computer program to automatically scan the video feeds too, said Marta Yebra, director of the Australian National University Bushfire Initiative. The idea is to determine whether the cameras detect new fires quicker than the old-fashioned way of having a person in the fire tower, she said.
Rohan Scott, who leads the rural fire service in the Canberra area, said people in towers on average spot fires within seven minutes of ignition. But the towers are only staffed on high-risk days.
“If we can get detection 24/7 but at the same speed as a human-manned fire tower, then I think that would be a good outcome,” he said. “Anything quicker than that would be a definite bonus.”
Other ideas involve using drones fitted with lasers to create detailed maps so authorities know which areas have more dry vegetation and present a higher fire risk. One recent effort involved researchers poring over satellite imagery in an attempt to build a model for detecting extreme fire behaviour from orbit. They found that changes in smoke colours could help predict fire behaviour, according to the Minderoo Foundation, a nonprofit that sponsored the research.
One company, Fireball.International Pty. Ltd., says its machine-learning method can detect smoke from ground-based cameras and fires from heat signatures on thermal-satellite images. Its system is already being used by a big power company in California, and Fireball plans to begin pilot programs in Australia this fire season, executives said.
A prototype of the system detected smoke from fires within 15 minutes of ignition, while averaging less than one false positive a day per camera, according to an analysis published in a peer-reviewed journal in January. It said there is room for improvement.
“People are beginning to realise, ‘Gosh, we really can detect a fire in the first five minutes,’” said Tim Ball, an academic and co-founder of the company who is also a former firefighter.
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A growing number of employers say Gen Z job seekers are bringing their parents into the hiring process, from attending interviews and negotiating offers to questioning performance reviews. Recruiters warn the trend may raise concerns about independence, even as some families see it as support in a challenging job market.
4 min
Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.
Then Clark had to do it all over again, this time with the guy’s mother.
She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.
“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.
Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.
More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.
“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”
Human resource professionals have expressed outrage on social media.
“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.
At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.
Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.
Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.
Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”
Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.
Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.
What’s more, they say, such interference rarely, if ever, works.
The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.
“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”
Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.
After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.
It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.
“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”
A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.
“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.
Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.
“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”
