Recruitment & Retention Ideas
Recruitment Plan.
Discusses an in depth plan that is consistent and professional. It is important to have a professional committee that can create the tools you need to attract new members. These tools are discussed at length under the Recruitment Plan.
Discusses an in depth plan that is consistent and professional. It is important to have a professional committee that can create the tools you need to attract new members. These tools are discussed at length under the Recruitment Plan.
Website Ideas.
Your website is your organization's face to the public. It must be informative, and the content must change often. Since an interesting website is your strongest and most economical Recruitment & Retention tool, your website should include information that will capture imagination and move prospects onto the next pages.
Your website is your organization's face to the public. It must be informative, and the content must change often. Since an interesting website is your strongest and most economical Recruitment & Retention tool, your website should include information that will capture imagination and move prospects onto the next pages.
Blog by Brian Jay Gould, Chief, Plainsboro Rescue Squad.
Brian discusses the strategies used by the PRS to increase their membership to 70 members.
Brian discusses the strategies used by the PRS to increase their membership to 70 members.
This PDF download is an excellent resource for ideas on recruitment and retention.
The United States Fire Administration (USFA) publication Emergency Medical Services (EMS) Recruitment and Retention Manual is a guidebook intended for the use of the managers and recruiters of volunteer personnel in organizations that provide emergency medical services. The manual also may be used productively by EMS organizations that employ career personnel, especially combined career-volunteer departments.
The following topics are discussed in the publication.
Involvement
This document describes the importance of explaining to volunteers how and why they are contributing to the mission of the organization. Nothing can be more important and motivating than officers delegating jobs and responsibility. If you are a Chief, or an "old timer" and feel you must be in control of everything, think twice. Each member must be important to the mission.
This document describes the importance of explaining to volunteers how and why they are contributing to the mission of the organization. Nothing can be more important and motivating than officers delegating jobs and responsibility. If you are a Chief, or an "old timer" and feel you must be in control of everything, think twice. Each member must be important to the mission.
Diversity in EMS
In many communities in America, it is apparent that the population is becoming more diverse. It will be difficult and unwise to carryout a recruitment program based on the traditional image of an EMT volunteer; there just aren’t enough of them. EMS managers should value diversity by recognizing that capable volunteers come in different packages with different personal lifestyles, values, and priorities. Corps should reach out to the entire population of potential volunteers when recruiting new members, and by not making assumptions about whether or not individuals would or could perform EMS tasks based upon their age, sex, race, ethnicity, or disabilities.
Older individuals will become increasingly important as volunteers as our population continues to retire earlier and enjoy good health.
Individuals with disabilities can perform many tasks that are of great value to EMS organizations.
In many communities in America, it is apparent that the population is becoming more diverse. It will be difficult and unwise to carryout a recruitment program based on the traditional image of an EMT volunteer; there just aren’t enough of them. EMS managers should value diversity by recognizing that capable volunteers come in different packages with different personal lifestyles, values, and priorities. Corps should reach out to the entire population of potential volunteers when recruiting new members, and by not making assumptions about whether or not individuals would or could perform EMS tasks based upon their age, sex, race, ethnicity, or disabilities.
Older individuals will become increasingly important as volunteers as our population continues to retire earlier and enjoy good health.
Individuals with disabilities can perform many tasks that are of great value to EMS organizations.
Impressions
Most people do things based on impressions they have rather than to volunteer than through some thoughtful analysis of the pro’s and con’s of a course of action. Decisions about joining voluntary organizations often come about that way. People get an impression that it would be challenging or interesting to serve as an EMT, and something confirms that idea and motivates them into action.
How do people get impressions that make them think about joining an EMS organization? Positive impressions can be gained through relatives, friends, or coworkers who are active volunteers, through public-relations advertising, and through television programs or movies about EMS. In addition, EMS managers can create situations that make a positive impression through special events and promotions. A variety of approaches for persuading individuals to volunteer may be required because, according to the “three times rule,” a message must be heard or seen at least three times before an individual will be persuaded to act. Once this idea has been planted in someone’s mind, he or she can be moved to action by a friend, relative, or co-worker who actively recruits them. For instance, staging an event the EMS organization creates in which people come forward to explore the possibility of volunteering, and by mailings, phone calls, or advertisements designed to persuade people to enlist.
Some individuals are more rational. They volunteer for a specific reason, like getting experience that will help them in their career. These individuals will think more about the benefits of being a member of an EMS organization and may want more information describing just what these advantages are. They may want to know what kind of equipment they will become qualified to use and what sort of emergency medical training or certification they will receive from their volunteer work. They may want to know whether anyone before them has had success in converting his or her volunteer experience into regular employment. They also may want to know more about the disadvantages or costs to them, such as the equipment they will have to buy, the time they will need to invest in training, or the time and expense required for recertification in the future. They usually want enough information to make a reasonably informed decision. Booklets and information sheets can be very helpful here. If the EMS organization is located where there is more than one volunteer service, some individuals may try to compare the advantages and disadvantages in order to decide which one offers them the best opportunity, For this reason, an EMS manager might want to keep abreast of the recruitment incentives that similar volunteer services are offering so the EMS organization can try to be competitive with them in attracting new people.
Most people do things based on impressions they have rather than to volunteer than through some thoughtful analysis of the pro’s and con’s of a course of action. Decisions about joining voluntary organizations often come about that way. People get an impression that it would be challenging or interesting to serve as an EMT, and something confirms that idea and motivates them into action.
How do people get impressions that make them think about joining an EMS organization? Positive impressions can be gained through relatives, friends, or coworkers who are active volunteers, through public-relations advertising, and through television programs or movies about EMS. In addition, EMS managers can create situations that make a positive impression through special events and promotions. A variety of approaches for persuading individuals to volunteer may be required because, according to the “three times rule,” a message must be heard or seen at least three times before an individual will be persuaded to act. Once this idea has been planted in someone’s mind, he or she can be moved to action by a friend, relative, or co-worker who actively recruits them. For instance, staging an event the EMS organization creates in which people come forward to explore the possibility of volunteering, and by mailings, phone calls, or advertisements designed to persuade people to enlist.
Some individuals are more rational. They volunteer for a specific reason, like getting experience that will help them in their career. These individuals will think more about the benefits of being a member of an EMS organization and may want more information describing just what these advantages are. They may want to know what kind of equipment they will become qualified to use and what sort of emergency medical training or certification they will receive from their volunteer work. They may want to know whether anyone before them has had success in converting his or her volunteer experience into regular employment. They also may want to know more about the disadvantages or costs to them, such as the equipment they will have to buy, the time they will need to invest in training, or the time and expense required for recertification in the future. They usually want enough information to make a reasonably informed decision. Booklets and information sheets can be very helpful here. If the EMS organization is located where there is more than one volunteer service, some individuals may try to compare the advantages and disadvantages in order to decide which one offers them the best opportunity, For this reason, an EMS manager might want to keep abreast of the recruitment incentives that similar volunteer services are offering so the EMS organization can try to be competitive with them in attracting new people.
