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From X-Box to the Box Alarm

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img_5855-cropAs I travel around the country talking with other firefighters, a commonly recurring theme of our chat is the future of the volunteer fire service.

The conversation always comes around to the topic of today’s firefighters and the next generation of firefighters. Some “more experienced” firefighters (notice I didn’t use the term older) share that they don’t understand the “kids” coming into the fire service today.

The veterans don’t think today’s recruits share the same values as those who are currently leading us. And they certainly don’t have the same appreciation for the traditions and discipline of the fire service. Community service is not in their blood as it is in ours. Or at least that’s their complaint.

The first question I

Keeping People

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RecruitersGot any bright ideas?

Here’s a link to a FirefighterNation discussion started by a firefighter struggling to maintain the membership in his volunteer fire department.

“In my group we have people that come and don’t show up for 6 months; people who quit due to other members ill behavior and misconduct – and people who stay and do as they are told.

What do we do to keep members and to have the members come back?”

Join the Recruiters Group on FFN and chime in on the chat: Keeping People

Doyle sets out on new adventure to recruit volunteers

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This billboard for Doyle Hose Co. #1 in Cheektowaga NY was designed by Tiger Schmittendorf

This billboard for Doyle Hose Co. #1 in Cheektowaga NY was designed by Tiger Schmittendorf

“Life’s an adventure.” That’s the message that Doyle 1 Volunteer Firefighters, EMTs and Rescuers are sending in a new effort to encourage more citizens to become part of emergency services in Cheektowaga, NY.

Their goal is to motivate their residents to “Start Your Next Adventure” at Doyle 1 Fire/Rescue/EMS. Armed with posters, billboards and other marketing materials

Part 3: Rockland County

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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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