In today’s fire service, finding the best candidate can be a difficult task. Once you have found them, retention is crucial for the success of the organization. Strategies will vary among departments, both career and volunteer. If you are struggling with recruiting qualified candidates, it is time to look at your process. As the old saying goes, “There are two things people hate: change and the way things are.” Now is the time for change.
Start by looking into what you have been doing, what is working, and what isn’t. Develop metrics to measure the effectiveness of the current strategies. We have heard time and time again the importance of data. It is crucial as it guides recruitment officers to make informed decisions and improves the overall recruiting process. By analyzing recruitment data, departments can identify trends and patterns to help understand what works and what doesn’t work with their efforts.
By tracking your metrics, you will gain insights into the performance of your recruitment campaigns and make data-driven decisions to optimize your strategies. This can help save time and identify the most suitable candidates.
Within the metrics you measure, take a good look at which marketing strategies are successful. Most likely, those in leadership were hired before social media existed. Social media is ever-evolving and a great marketing tool for recruitment. According to Forbes Council Member Niki Jorgensen, “social media remains underutilized in recruiting.” In 2023, more departments are showing a presence on different social media platforms. That, in conjunction with AI (artificial intelligence), can highlight your department to a new audience.
When thinking of the best candidate, what do you envision? Take a minute, and think about the first image that came to your mind. Next, think about what the average citizen will think. It is fair to say that most aren’t thinking of diversity. Yet diversity seems to be a dirty word in our culture. As we evolve, we need to recognize the importance of diversity in our departments. Many think immediately that this relates to lowering standards, but it should not. With that being said, we need to ensure that the testing standards are fair across the board and do not specifically eliminate certain candidates. According to the USFA document “Emerging Issues for Women in the Fire Service,” there have been cases where agility tests have been used as a barrier for women. Standardized testing and strategies for success will benefit everyone.
Another program to consider is community involvement with our youth. Cadet programs, junior firefighter programs, and girls camps are a great introduction to emergency services. Involving youth in emergency services can help address the issue of underrepresentation. By providing opportunities for young people to get involved, we can encourage greater diversity and representation in emergency response teams, which can lead to more effective and inclusive emergency services overall.
The overall process can be both lengthy and costly. Once you have recruited the ideal candidate, you must think of retention. The fire service may not be for everyone; some slip through the cracks. How many “good candidates” have left during the probationary phase? This indeed is a slippery slope. Regardless of whether it is volunteer or career, all people want to be a part of the team and feel included. Many strategies, metrics, and data focus on the recruitment part of the equation. It is important to continue to cultivate that relationship along the way. Competitive salaries and benefit packages are important to the new candidate. A positive culture can make all the difference in keeping them engaged and loyal. This can be facilitated through open communication, sharing expectations, and providing opportunities for growth.
The ultimate goal is to recruit the best candidate for the position, one who will uphold the department’s mission, vision, and values. No one should lower standards to recruit; that sets both the candidate and the department up for failure. By implementing these ideas, organizations can increase their chances of attracting and retaining top talent, ultimately leading to greater success and growth for the organization.
Terri Reid is captain in the Baltimore County (MD) Fire Department.
