Category Archives: Clearinghouse

Articles of interest about the Clearinghouse approach to attacking Recruitment and Retention challenges

@FireRECRUITER: Make the Right Investments

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The following article tells of a small city that is threatening to stop collecting a voluntary public donation that has brought thousands and thousands of dollars in mission-critical equipment to their combination (paid/volunteer) fire department.  Apparently, the threat is in response to a dwindling number of volunteer firefighters in their department, between 5 and 10, […]

@FireRECRUITER: It’s EMS Week – Roll With It!

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From www.FireRECRUITER.com: In honor of EMS Week-2010, I thought I’d promote the (dare I say) sexiest video I’ve ever seen come to volunteer recruitment and retention. “Roll With It!” is a part music video, part movie trailer — full-on high energy – high impact web site for the recruitment of fire and EMS personnel. Celebrate EMS Week […]

@FireRECRUITER: Big Win for the Youngins’

While I haven’t had the chance to read the entire 52-page report cover-to-cover, I can tell you that it’s comprehensive in scope and a well organized resource for anyone involved in creating or maintaining a fire department sponsored youth program. It holds something for everyone including chief officers, youth leaders, fire department administration, parents, support liaisons and the youth themselves.

@FireRECRUITER: SAFER App Period Extended

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In order for all potential applicants to have sufficient time to consider this revised policy guidance, DHS will extend the 2009 SAFER application period. The new application deadline will be 5:00 p.m., Eastern Time, Friday, January 15, 2010.

Creating a Clearinghouse

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Patience is some times not one of my better virtues. I’ve been kicking around the idea of creating an online clearinghouse of recruitment and retention resources for quite some time. Needless to say, it’s an area of the fire service that I’m quite absorbed in but I’ve always waited for someone else to create such a […]

It’s Time to get SAFER!

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Are you SAFER than you were last year?

That is, did you submit a grant application under the Department of Homeland Security’s (DHS) “Staffing for Adequate Fire and Emergency Response” program for recruitment and retention?

If you didn’t, you missed out on a great opportunity to better your fire department, or in our case, the entire volunteer fire service in our region.

Here’s the good news. You get another chance. DHS just announced that the application period for the 2009 SAFER grants opens November 16, 2009.

Listen Up: Recruitment Radio

This was the second installment of “Sound Magazine” that focused on volunteer recruitment and more are planned for the future.

It offered me the opportunity to talk about being a kid who “ran to the curb” whenever I heard a fire siren and all of the great things that come with being a volunteer firefighter.

From X-Box to the Box Alarm

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img_5855-cropAs I travel around the country talking with other firefighters, a commonly recurring theme of our chat is the future of the volunteer fire service.

The conversation always comes around to the topic of today’s firefighters and the next generation of firefighters. Some “more experienced” firefighters (notice I didn’t use the term older) share that they don’t understand the “kids” coming into the fire service today.

The veterans don’t think today’s recruits share the same values as those who are currently leading us. And they certainly don’t have the same appreciation for the traditions and discipline of the fire service. Community service is not in their blood as it is in ours. Or at least that’s their complaint.

The first question I

Part 3: Rockland County

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This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

Earlier in our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities I’ve identified as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept, I stated my feelings that the role and responsibility of building awareness as to the need for volunteers falls on regional, state

Part 2: Samples of Success

This article is one in a series of toolkits focusing on recruitment, retention, fire service marketing and leadership.

 

 

In Part 1 of our discussion of the clearinghouse approach to recruitment and retention, I outlined my theory that there are three levels of recruitment activities, three distinct angles of attack, if you will. I identified them as “The Clearinghouse”; “T&E: Training and Education”; and lastly the “Trench Work.”

 

In discussing the clearinghouse concept

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