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Some things bear repeating

I’m not one to regurgitate information. I don’t do a lot of pass through e-mails. And I certainly don’t perpetuate “Fw: Fw: Fw: Fw: Fw: Fw: Fw: Fw: Fw: Fw: Fw: Fw: Some inane subject matter” e-mails like so many copy-and-paste-challenged people do.

But some things bear repeating. Some things strike you so profoundly, so succintly, that you simply feel obligated to pass it along, even if so many others have done so already.

This is one of those occasions. I’m re-publishing (with permission) this excerpt of an e-mail from my good friend and mentor Billy Goldfeder. It’s from his not-so-secret Secret List at FirefighterCloseCalls.com. If you don’t subscribe to it, you’re either out of touch or you don’t care about our brother firefighters getting hurt and dead.

Power of the Pen

This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

 

Here’s the deal: It’s past midnight, I’m 7+ hours past deadline and the piece I’m writing about another county-based recruitment clearinghouse example isn’t ready for publication.

Then I started thinking, this article is for the July issue. July means summertime. Everyone deserves a summer break. So, let’s take the summer off from talking about clearinghouses and discuss some tools you already have in your toolbox: The power of the pen.

Promoting Your Fire Department

Part 3: Rockland County

Entry Img

This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

Earlier in our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities I’ve identified as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept, I stated my feelings that the role and responsibility of building awareness as to the need for volunteers falls on regional, state

Part 2: Samples of Success

This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

 

 

In Part 1 of our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities, three distinct angles of attack, if you will. I identified them as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept

Part 1: What’s a Clearinghouse?

In previous articles, I’ve attempted to present the fire service with real tools to use in improving their membership process and documentation including annual reports, prospective member guides and the interview process.

 

Recently, I’ve been working with a group of some 30 fire service leaders to offer solutions to the recruitment and retention challenges of their county’s fire service.

 

As part of that process, I’ve developed a three-tiered model to address what I call “recruitment and retention

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