How to improve fire department staffing

When facing fire department staffing challenges, taking a new approach to your recruitment can help you reach your staffing goals. Consider how the following tips might support your current recruiting methods.

1. Create a retention drive

If fire department staffing is an issue, working to keep as many firefighters as possible can help. Reducing turnover helps you meet fire department staffing standards without constantly hiring new team members. Supporting your team and giving them the resources they need can help improve retention. Some specific strategies include:

• Addressing concerns raised by the team
• Providing ongoing training beyond minimum standards
• Developing a mentor program
• Supporting family members
• Ensuring safety standards are maintained
• Hiring an effective leadership team
• Maintaining optimal staffing to avoid overworking the team
• Providing mental health resources

When team members leave, conduct an exit interview to identify how you can improve the employee experience. Use that feedback to make changes within the department.

2. Strengthen your department culture

Evaluate your station’s current culture to determine if it’s inviting to new firefighters, whether they’re new to the profession or just new to the station. Interviewing newer team members gives you an idea of how welcoming the environment is.

Starting from the top down, emphasize a unified approach where everyone is part of the team. Doing team-building activities or sitting down to meals together can help. Reevaluate any practices that make new hires feel undervalued. You might consider partnering newly hired firefighters with experienced team members in a type of mentorship program to help them acclimate.

3. Host an open house or other recruitment events

Inviting interested job seekers to an open house gives a chance to see the equipment and interact with current firefighters. Attendees can talk with experienced team members to get answers to their questions or calm their concerns. It’s also a chance for them to get a sense of the atmosphere and camaraderie that your firefighters have.

During the event, offer tours of the station. Explain what life is like and talk about the application and onboarding process. Leave time for questions from interested job seekers. You might offer ride-alongs or other experiences that give prospects an idea of what the career is like.

Outside of the station, look for hiring fairs you can attend. This helps you reach all types of job seekers, not just those who already want to be firefighters. Attending recruiting events lets you connect to job seekers and build relationships with them over time.

4. Increase your presence

Having an online presence makes your department more visible and generates interest in the career opportunity. Posting on social media connects you to job seekers of all ages. You might post behind-the-scenes videos around the fire station to show your followers all parts of the job. Profiling firefighters on your team adds a personal touch to your social media. Interactive posts, such as live videos that people can comment on and polls, encourage followers to build a connection with your department.

When you have hiring events or are hiring for a vacancy, let your followers know. Ask your followers to share those posts in case someone they know might be interested. Give clear instructions on how to apply or attend an event to make the process as easy as possible.

5. Partner with schools

Working with high schools and community colleges allows you to build relationships with prospective firefighters. Look for local community colleges or technical schools that offer EMT training or fire science degrees. Your department can volunteer as guest speakers or offer job shadowing at your station. At the high school level, present your career opportunities to interested students. Check with local high schools to see if you can set up a booth like colleges and military recruiters do.

6. Invest in your team

Putting your budget and time into your team improves their performance and safety. It shows prospective applicants that you care about your team and are willing to give them the resources they need to be successful. High-quality training is an effective way to invest in your team and to help them respond effectively to keep themselves and their team members safe.

7. Emphasize teamwork and purpose

Being a public servant means you’re keeping the community safe and responding when people are experiencing some of their worst days. Firefighters get to save lives and minimize the impact of disasters, which can be very rewarding. Include this perk in your messaging to reach job seekers who want a meaningful career.

8. Highlight the benefits

Beyond giving recruits a sense of purpose, working as a firefighter comes with several perks. For instance, the Public Service Loan Forgiveness Program applies to employees of government organizations. Point out this benefit to encourage job seekers with student loans to apply. Mention special government retirement plans you offer or other unique perks and benefits that might attract more applicants.

FAQS about fire department staffing

How do fire departments deal with being understaffed?

Partnering with nearby departments to pool resources and respond together to emergencies can ease the strain of staffing shortages. Upgrading equipment to use innovative technology can allow your team to do more with fewer people. Constantly recruiting and creating a pipeline of prospective applicants helps minimize staffing shortages.

How do you choose qualified firefighter candidates?

Asking firefighter interview questions tailored to the duties of the job allows you to evaluate each candidate’s experience. Look for candidates who have the skills to do the job and can handle the mental load of the work. It’s also important to give candidates details about the job and the type of firefighting work they’ll do to ensure they’re a good match.