One of the most-read columns on FireRescue1 is “Becoming a Firefighter: 10 Must-do Things.” This column offered practical, on-point advice for people who want to pursue a career or vocation as a firefighter.
What interested me as much as the article itself were the comments that followed it. Most of them were posted by individuals who aspired to become firefighters. And many of them were young: I’m in 11th grade — what can I do now to get ready? I’m 17 and just graduated from high school — how should I prepare? I’m 11 years old and always wanted to be a firefighter or a cop.
These young people are the future of the fire service. And as the year ends, it seems fitting to talk about not only what they must do to get ready for the fire service, but also how the fire service must get ready for them.
What can fire chiefs do to make sure their departments recruit and hire the best possible candidates in the next decade? Here’s a top 10 list of things you can do.
1. Engage with social media
This is where young people spend their time, get their information and ask their questions. Every fire department should have a frequently updated, interactive web presence, and also be accessible through such platforms as Twitter.
Social media can be difficult for fire chiefs who did not grow up with it. If you are not personally comfortable working with social media, find someone else who can.
2. Become involved with youth programs
Look beyond the traditional Cub Scout troop or Explorer Post sponsorship. These are good programs, but there are many other groups that would love to have support of the fire department.
Consider opening the fire station to diverse youth groups for meetings or special events.
3. Seek underrepresented populations
Many fire departments have trouble recruiting members from demographic groups that have not traditionally been present in the organization.
Consider hosting a girls’ summer fire camp, which is a great way to get high school aged girls excited about and prepared for firefighting. Join with community groups to reach young people who may be otherwise missed.
4. Make the hiring process transparent
Tell young people in the community exactly what will be required if they choose to pursue the fire service as a career or vocation.
It should never be a surprise to any applicant that the fire department screening process will likely involve drug testing, psychiatric evaluation or background investigation.
5. Expand the fire stations ‘safe zones’ concept
Reach out to at-risk youth. Learn about programs in your community that focus on the needs of these young people.
Involve fire crews in these programs as mentors or coaches. Encourage crews to get to know kids in the neighborhood of their fire station.
6. Have a positive relationship with traditional media
Make friends with local newspaper and TV reporters. Invite them to participate in events to use as the basis of feature stories such as a practice burn at the training grounds or a typical day in the recruit academy.
Prepare news releases for major events. Designate and train a department media liaison.
7. Guard the department’s reputation
Deal with problems when they first occur, and make it clear that you expect company officers to take responsibility in this area as well.
One harassment complaint or DUI arrest can undo years of positive efforts among the majority of department members.
8. Cultivate reverse mentoring
Make sure that all members know that they are valued for who they are and what they know, not how long they have been around or who they know. Give younger, newer members of the department meaningful roles and the opportunity to use skills on the job.
9. Evaluate how recruit schools are run
Look at if academy members forced to competitively undermine others’ efforts in order to succeed or if the environment is more collaborative. Focus on building the latter.
Examine whether or not the teaching methods reflect modern technology and how young people learn.
10. Get involved with local schools
This means going beyond Fire Prevention Week activities and getting to understand the challenges schools face. Ask teachers and administrators for insight into how your service community is changing. They are on the front lines of this change.
Find out what young people are learning about these days, and how that learning takes place. Talk to educators and counselors about the risks facing the young people they work with, and look for ways to help.
I have heard veteran firefighters disparage young people at times. I must say that I have never understood this attitude.
Those kids that are trying to get information about becoming a firefighter are the future of the fire service. It is every chief’s responsibility to find out how to serve them and to allow them to be of service in the most meaningful way possible.
