Volunteer Crisis

The top challenges of recruiting volunteers for fire companies are strikingly similar across the United States. While certain factors differ by location, five key issues are most frequently reported by fire service organizations and volunteer departments nationwide.

One of the most significant barriers is the time commitment and the struggle for work-life balance. Modern volunteers often juggle full-time jobs, sometimes with long commutes, as well as family responsibilities, children's activities, and other community commitments. Many people who are interested in serving find it difficult to commit to the demanding schedule of emergency calls, training sessions, fundraising events, and meetings that volunteering with the fire service typically requires.

A lack of public awareness is another common obstacle. Many people do not realize their local fire company is staffed by volunteers, or that volunteers receive professional training and do not need previous firefighting experience. Some are unaware that there are other ways to support a fire company beyond firefighting roles. This lack of awareness is especially pronounced in communities that assume their fire protection is handled by paid firefighters, widening the gap in understanding.

Changing demographics also play a significant role. Over recent decades, communities have seen smaller family sizes, an increase in residents commuting longer distances for work, fewer multi-generation families living locally, greater mobility among younger adults, and an aging pool of current volunteers. These shifts reduce the number of residents who live and work close enough to respond to local emergencies.

Volunteer fire companies now face competition for people’s time from many other activities, such as coaching youth sports, participating in civic organizations, joining fitness programs, attending churches, engaging with community nonprofits, working flexible side jobs or gig work, and taking part in entertainment and social events. Unlike previous generations, today’s potential volunteers see volunteering as just one of many options for their limited free time.

Another challenge involves recruitment and retention strategies. Many departments continue to rely on word of mouth, family traditions, or waiting for people to show interest on their own. However, younger generations are more likely to expect organizations to use social media, provide clear expectations, offer flexible ways to participate, provide mentorship, and explain both the personal and professional benefits of volunteering. Fire departments that have not adapted to these expectations may find it difficult to engage new volunteers.

Other significant challenges include rising training and certification requirements, increased operational demands and call volume, financial pressures such as the cost of fuel, childcare, or missed work, fears or misconceptions about the risks of firefighting, limited efforts to achieve diversity and inclusion, and burnout among current members.

For most volunteer fire companies, the challenge is no longer finding people who care about their community, but helping busy people see that volunteering is possible, rewarding, and flexible enough to fit into modern life. Departments that successfully communicate opportunities, provide various ways to serve, use digital outreach, and create welcoming onboarding experiences tend to have the most success in recruiting and retaining new volunteers.