Looking to Other Organizations
Large Fire Department and Local in Mid-Atlantic United States

A large mid-Atlantic local took a different approach to recruitment new candidates—they turned to the private sector for methods in their department, like marketing and tracking systems.  By creating a model based on “access” and “awareness” they were able to build a unique relationship with candidates.  They decided they would provide as much information to potential applicants, while learning about candidates as they applied. 

First, the department looked at themselves and asked, “How do we market out department?”  They wanted to make people aware of the great benefits, career opportunities and details behind first responder work.  They used this information to build a recruitment program.   They also spoke with their African American affinity organization for advice and worked with them to tailor their program to reach particular groups.

The department also decided to focus on accessibility during their recruitment.  They visited every festival and event in their area and even community centers and large churches, including specific minority events.  Dressed in street-clothes, they provide information about the specifics behind the job.  They provide articles with “myths” and “facts” about the job, in addition to the types of calls and work they may perform.   They had a hotline interested applicants could call if they wanted to find more information at a later time.

The departments also places a banner on each fire house a few times a year that read, “Are you interested in a career?” and lists some of the benefits behind being a first responder.

Using their new model, they were able to learn more about each candidate and provide them with more information about the department and the process.  Each candidate gets a cadet ID number.  They do not give out applications by mail or computer—candidates have to come down to the station and apply in person.  They provide them with a study guide for the test and answer any additional questions they might have. 

California’s Commission to Recruit Women for the Fire Service

The Commission to Recruit Women for the Fire Service’s mission is to recruit and retain women in the fire service.  Part of the California Fire Fighter Joint ApprenticeshipCommittee, the Commission focuses on recruitment programs high school and community college students, in addition to women in the military.  Their website provides downloadable materials focused on recruiting women, such as the brochure pictured right.

The Commission was founded in 2005 and in their first year they have spoke at workshops and conferences throughout the United States about recruiting women to the fire service.  To learn more about the CFFJAC and their Commission, visit: http://www.cffjac.org/jac/womens_commission/index.cfm. Download their recruitment materials here.

Making the Commitment to Diversify
Small Fire Department/Local in Southern United States

A Southern fire department went under a decree to diversify.  They knew that management and labor had to be on the same page.  They knew they needed to look at their community and their hiring practices. They asked themselves, “Who is taking the test to become a fire fighter?”  They decided that in order to increase women and minorities in their department, they needed to change their recruitment practices.  They made a commitment to diversify their force.

The department decided to go to their local schools.  They targeted recruitment in middle and high schools, trying to make their department as appealing as they could.  They focused on the career aspects of becoming a first responder and the various jobs that a young person could start out with. The recruiters also spoke with community leaders and built partnerships with targeted areas.  For example, their recruitment program advertised with a black radio station and even had them do a live program from one of their stations. The recruiter looked into radio listening statistics and found women in their region listened to a particular station and advertised their department through it.

Once their staff began to change, new minority fire fighters served as role models to the community, as they responded to calls across the city. 

This department found that they were able to provide better service once they diversified.  The diversifed staff provided new insight into the communities they served, which helped meet their committment to excellent service.