Recruiting and retaining volunteer firefighters can be challenging. Family and professional commitments along with challenges of being a firefighter can make it difficult to attract and keep volunteers.
The National Volunteer Fire Council has excellent resources to help your department recruit and retain personnel.
In 2004 the North Carolina State Firemen’s Association was awarded a federal grant for a recruitment campaign. This campaign was headed by Past President Jeff Cash and included a public service announcement (PSA) that was shown on television throughout our state.
The PSA was also sent to all fire department in the state to assist them in their recruiting efforts.
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Recruitment is only half the problem; retention depends on making participation workable alongside jobs and family responsibilities. A department can review its onboarding steps, training schedule, and expectations for new members to identify where avoidable friction is pushing people away. Using the available resources to create a clear first-year support plan may help volunteers see a realistic path to staying involved.
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Volunteer departments may get better results when recruitment is treated as an ongoing relationship rather than a single enrollment drive. Since family and work commitments are real barriers, clear expectations about training time, flexible ways to contribute, and regular check-ins can make participation feel more sustainable. Retention also depends on whether new members quickly find a role, a mentor, and a sense that their effort matters. A practical outreach plan could pair each recruitment message with a specific support option for different schedules. That kind of flexibility builds trust.
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Recruitment and retention should be treated as connected problems, because a department that gains members but loses them quickly has not solved its staffing challenge. Family schedules, work demands, and the pressure of firefighting all affect whether people can remain involved over time. A practical approach is to make expectations clear early, offer flexible ways to contribute where possible, and keep communication with members consistent. The resources from the National Volunteer Fire Council can support that work, but local leaders still need to turn guidance into routines that fit their community. Retention often depends on whether volunteers feel informed, prepared, and respected.