Recruiters: Can You Answer These Common Volunteer Firefighter & EMS Questions?

February 18, 2025

By Walter Campbell

Recruiting in the volunteer fire and EMS world is no small task. While you’re asking your prospective recruits about their motivations, time commitments, and whether they can tell the difference between a Halligan bar and a crowbar, they’re interviewing you just as much.

Potential volunteers want to know if your department’s culture, opportunities, and leadership align with their passions and priorities. If you’re not prepared to answer their questions, you might find your recruitment efforts fizzling faster than a dud firework.

Here are eight common questions recruits may ask – and how you can knock those answers out of the park (or, in our case, the firehouse).

1. “How much time do I really need to commit?”

Unlike their salaried counterparts, volunteer first responders have day jobs, families, and a Netflix queue they’re probably behind on. Prospective recruits want a clear picture of what kind of time investment is required – from training to shifts to those legendary pancake breakfasts.

Be upfront about the expectations. Do they need to attend weekly drills? A certain number of calls per month? Let them know what’s flexible and what isn’t. A little transparency now saves everyone from frustration later.

2. “What’s in it for me?”

No, this isn’t a selfish question – it’s a practical one. Volunteers often ask about benefits beyond the warm-and-fuzzy feeling of saving lives. Can they earn stipends, tax breaks, or tuition reimbursement? Does your department provide certifications or training that could launch a career?

Highlight everything your department offers, from certifications to that all-important free coffee at the station. And don’t forget to mention the camaraderie. After all, where else can you find a group of people who’ll cheerfully drag hoses through freezing rain at 2am?

3. “How often will I actually get to fight fires?”

Let’s face it: Many recruits are here for the action. If your response area sees more false alarms than roaring infernos, be honest – but spin it positively.

Explain the importance of community education, medical calls, and mutual aid. Every call, no matter how small, contributes to the safety and well-being of the community.

4. “What’s the vibe around here?”

Potential recruits are quick to understand your department’s culture. Is it welcoming to newcomers? Supportive of diversity? Are you open to ideas, or run like a strict paramilitary outfit?

Share your department’s values and day-to-day operations. Highlight examples of teamwork, inclusivity, and how you keep morale high. Don’t shy away from sharing challenges, either – transparency builds trust.

5. “What kind of training will I get?”

Recruits want to know they’ll be prepared for the job, not just thrown into the deep end with a hose. Outline your training programs, including initial certification courses, ongoing drills, and special opportunities like advanced rescue techniques or EMT classes.

And if you offer in-house training scenarios (car extrication, smoke simulators, etc.), this is your time to shine. Who doesn’t want to hear, “Yes, we’ll let you tear apart a car with hydraulic tools?”

6. “What’s the leadership like?”

Nobody wants to volunteer under a tyrant or a micromanager. Recruits may ask about your leadership style, the chain of command, or how decisions are made within the department.

Talk about your supportive environment, emphasizing mentorship, communication, and how everyone’s voice matters. If your chief’s open-door policy comes with a side of donuts, mention that, too.

7. “How does this impact my family and personal life?”

Volunteering affects more than just the volunteer. Prospective recruits want to understand how their involvement will ripple through their personal lives.

Be honest about the challenges and share stories of how families often become part of the firehouse family. Pancake breakfasts and holiday parades are fun for everyone, and the kids might even learn how to tie a proper knot.

8. “Do I have what it takes?”

Sometimes, recruits will directly or indirectly question whether they’re cut out for the job. This is your moment to be their cheerleader.

Explain that your department values a variety of skills and backgrounds. Whether they’re a fitness junkie, a tech whiz, or someone who’s just eager to help, there’s a role for them. Remind them that training and teamwork make all the difference – nobody expects them to be perfect on day one.

Final Thoughts: Keep It Real, Keep It Fun

Recruiting for volunteer fire and EMS isn’t just about filling boots; it’s about finding people who want to make a difference while learning and growing alongside a team. By preparing thoughtful, honest answers to these common questions, you’ll engage potential recruits and show them why your department is the best place to volunteer.

Walter A. Campbell is a highly skilled recruitment and retention strategist at First Arriving, known for his innovative ideas, strategies, and solutions that help organizations attract top candidates. With over 20 years of experience as a U.S. Air Force recruiter, Walter profoundly understands what it takes to build a successful and diverse team. He is passionate about promoting workplace equity, diversity, and inclusivity and has earned certification as a thought leader. Based in Frederick, MD, Walter is also recognized as a morale and humor enhancement professional, bringing an upbeat approach to his work.