Over the past 2 weeks, we have looked at basic recruiting methods and different pay based programs. This week we are going to get ‘creative’ and look at methods that you may not find ‘in the book’.
Anyone who has been in the fire service for quite a while knows that when real calls happen, the book gets thrown out the window. Well everyone tries to recruit from the book, but creativity is rewarded.
My belief is that the solution is not to just throw money at the problem, but to create a smart solution. The smart solution may cost money, but as with my fundraising principles, you should try to spend your money smartly rather then just spend it.
The Liberty Fire Company came up with an interesting spin on the ‘normal’ incentive plans. (http://www.volunteerfd.org/recruit_display.php?did=293) Their plan awards points that can be redeemed for equipment. Members like having the ‘new’ leather helmets or the like, and it benefits the department in the long run. Sometimes having the tangible item throughout the year can remind people of the plan’s benefit. I give this plan two thumbs up for creativity, but it would probably be best as a retention tool rather then pure recruitment. (Its good either way.
Creativity does not mean that it has to be unique to your department. Many departments, such as the Gamewell Fire Department have started an explorer program. (http://www.volunteerfd.org/recruit_display.php?did=1239 ) Junior programs, of any form, are a great way to make your future, literally.
Explorer programs are sanctioned by the Boy Scouts of America. (http://www.scouting.org/ ) The nice thing about working with the BSA is they have a well thought out program, resources, and insurance to cover your post. In Connecticut, an explorer can technically do more in training then a ‘junior’ under 18 member can. I am also partial to the explorers program as it is where I got my start.
By harnessing the enthusiasm of your local youth, you not only create potential members, but also create a career path for kids who might otherwise have none. Explorer posts will cost money to run, but the big thing is having the advisors to run them. You need to dedicate yourself to the explorer program and realize that it may take years to get results. The bonus is, once the foundation is built, it will continue to be a source of members.
The Linc-Riv Fire Department has a twist on the junior program idea. (http://www.volunteerfd.org/recruit_display.php?did=781 ) Their program has a competitive entrance, and is well detailed. A program with this much thought and effort put into it is sure to succeed.
One of my ‘ideas’ for recruitment is to offer health insurance in return for volunteering. Most towns have the ability to extend health insurance to the firefighters that serve their community, but the cost can be high.
Offering insurance is a tangible item that can change a member’s lifestyle. For those who work for themselves, offering insurance would be a huge cost savings. Those who have insurance on their own could use the plan to pay for co-payments. Another option is to allow members to buy into the town insurance plan.
A while back, there was a bill introduced to allow the Federal Housing Authority to offer low interest loans to firefighters. The FHA has the authority to make special loans for vets and first time homeowners. The bill would have made a big difference to the volunteer community, but it unfortunately failed.
Creativity brings in members, and to me, the Hyattsville Fire Department leads the pack. (http://www.hvfd.com/join/) HVFD has a resident program for college students that offers living space in return for volunteering. Luckily, they are located close to multiple colleges, and the colleges provide a pool of potential members. While we may not all be able to offer such a program, the cost of space for rooming is low in comparison to the returns.
If you are located close to a college or training school, you may want to tap their resources for members. Many students may volunteer in their hometown and be more than willing to volunteer in your town. Also, you may be able to arrange an internship with college credit for members.
The sky is the limit when it comes to recruitment. Be creative, and track your results. Put together a ‘think group’ of members, and the public at large. No idea is too outrageous to be considered. Creativity can determine your department future. Use it.
Discuss this column at: http://www.volunteerfd.org/phorum/read.php?f=20&i=83&t=83
pArt