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
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