If you’re recruiting volunteers for fire departments and EMS agencies, you already know it’s different from your average hiring gig. In the world of public safety, finding the right candidates is crucial. But here’s the catch: it’s not just about filling positions; it’s about finding the right people who are genuinely passionate about making a difference. That’s where “finding the need, behind the need” comes into play.
So, what exactly does that mean, and how can you apply it to your recruitment strategy? Let’s dive in!
Understanding the Surface Need
First things first, we need to understand the “surface need.” This is the obvious part of recruitment, where departments are looking for people to fill specific roles, like firefighters, EMTs, or paramedics. These are the roles that form the foundation of every volunteer or career department.
Volunteer recruiters and leadership teams often prioritize qualifications, certifications, and experience, and yes, these aspects are undoubtedly crucial. However, there’s a catch: sometimes, the focus is solely on getting people to join and become members. This approach is often referred to as “warm-body recruiting,” where the department prioritizes quantity over quality. But, it’s important to remember that this surface-level approach only scratches the surface of what truly makes a successful team.
Delving Deeper: Finding the Passion
Let’s talk about “finding the need behind the need.” It’s about digging deeper to discover what drives someone to want to be a volunteer firefighter or EMS provider. It’s about learning their passion and commitment to public safety.
Step 1: Ask the Right Questions
Start by asking potential candidates questions that go beyond their resumes. What sparked their interest in this line of work? Have they ever had personal experiences that drove them to want to help others during emergencies?
Understanding their motivations can help gauge their commitment and passion for the job.
Here are a few example questions to ask:
What inspired you to consider becoming a volunteer firefighter/EMS responder?
This question helps candidates reflect on their initial motivations and gives recruiters insight into their reasons.
Can you share any specific experiences or incidents that sparked your interest in this field?
Encouraging candidates to share personal stories can reveal the depth of their commitment.
What excites you most about the prospect of joining our firefighting/EMS community?
This question taps into their enthusiasm and passion for the firefighting/EMS culture and community.
Step 2: Listen Actively
Active listening is your superpower in recruitment. When candidates share their stories and reasons for wanting to serve and join your department, listen closely. Pay attention not only to what they say but also to the enthusiasm in their voices and the sincerity in their eyes.
Do they talk about wanting to make a real difference in their community? Do they emphasize teamwork and collaboration? These are the clues that can reveal their genuine passion.
Step 3: Showcase the Impact
Once you’ve identified a candidate’s underlying passion, it’s time to show them how they can make a real impact through volunteering. Share stories of how your department has changed lives and communities. Highlight the teamwork and camaraderie of being part of a public safety team.
Paint a vivid picture of the meaningful experiences they can have and the lives they can save. This is where you connect their passion with the purpose of your organization.
Putting It All Together
Recruitment is about more than just filling positions; it’s about assembling a team of dedicated individuals who share a common purpose. By understanding candidates’ deeper motivations and needs, recruiters can find those whose values align with the role’s demands, leading to improved retention rates and fewer replacements and training needs. This approach goes beyond qualifications and certifications, helping select volunteers who are genuinely committed and passionate, ultimately significantly impacting their communities.
BY WALTER CAMPBELL, RECRUITMENT & RETENTION STRATEGIST
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