How to Recruit Younger Volunteers and Get Them to Help Fundraise
The Volunteer Fire Service Has a Youth Problem
The numbers do not lie. The National Volunteer Fire Council reports that the average age of a volunteer firefighter in the United States is over 50 years old. In many departments, the youngest active member is 35. The junior program dried up years ago. And the old guard — the guys who have been showing up since the 1980s — are physically unable to do the job much longer.
If your department does not figure out how to recruit people between the ages of 18 and 35, you will not have a department in 10 years. This is not an exaggeration. Departments are closing or merging with neighboring stations every year because they cannot staff the trucks.
But here is the good news: young people are not opposed to volunteering. They just need a reason to walk through your door, and a reason to stay once they do.
Why Young People Are Not Joining (It Is Not What You Think)
The easy excuse is "kids these days don't want to work." That is wrong, and thinking that way guarantees you will never recruit anyone under 40.
The real barriers are:
They Do Not Know You Exist
Most 22-year-olds have never thought about the fact that their local fire department is staffed by volunteers. They assume the fire department is a paid government service, like the police. They have literally never been asked to join.
The Time Commitment Feels Unknown
Young adults are not afraid of work. They are afraid of open-ended, undefined commitments. "Join the fire department" sounds like "give up all your free time forever." If you cannot clearly explain the time commitment, they will not sign up.
The Onboarding Process Is Intimidating
Many departments require a long application, a background check, a physical, and months of training before a new member can do anything useful. By the time they finish the process, they have lost interest.
The Culture Is Unwelcoming
This is the hardest one to talk about, but it matters the most. Some firehouses have a culture where new members are hazed, ignored, or made to feel like outsiders until they have "earned their place." A 24-year-old who walks into that environment walks right back out.
Step 1: Make the Ask Visible
You cannot recruit people who do not know you are recruiting. Most departments have a small "Join Us" link buried on their website and a dusty poster on the bulletin board at the grocery store. That is not recruiting. That is hoping.
Here is what actually works:
Post on Social Media Regularly
Not once. Regularly. A monthly post on your department's Facebook and Instagram page:
"Station 42 is looking for new volunteers. No experience needed. We train you. If you live in the district, you are eligible. DM us or stop by the station any Tuesday night at 7 PM."
That post should include a photo of your actual members (not a stock photo) doing something real — training, washing a truck, eating dinner together. Show that your department is made up of real people.
Use Your Events as Recruitment Tools
Your chicken BBQ, your breakfast fundraiser, your open house — these are your best recruitment opportunities. Set up a table with a sign: "Interested in volunteering? Talk to us."
Have 2 to 3 members assigned to that table whose only job is to talk to interested people, answer questions, and collect contact information. Follow up within 48 hours. A personal text or phone call converts far better than a "we'll be in touch" and then silence.
Partner with Local Employers
Reach out to local businesses, trade schools, and community colleges. Many employers are happy to let their workers respond to calls during the work day — it is good PR for them. Some states offer tax credits to employers who allow employees to volunteer with fire departments.
Post flyers at:
- Local gyms (you want physically active people — they are already there)
- Community college bulletin boards
- Trade union halls
- Restaurant break rooms
Target the 25-to-35 Demographic Specifically
The 18-to-24 crowd is transient — they are in school, they move for jobs, their schedules change constantly. The sweet spot is 25 to 35. These are people who have settled in the area, bought or rented a home, and are looking for community connection. They have stable schedules and they are old enough to commit.
Step 2: Fix Your Onboarding
The fastest way to kill a new recruit's enthusiasm is a slow, confusing onboarding process. Here is how to fix it:
Define the Time Commitment Upfront
Before someone joins, tell them exactly what is expected:
- Training nights: Tuesday evenings, 7 to 9 PM
- Drill: One Saturday per month, 8 AM to noon
- Calls: Respond when you can (no minimum response requirement for the first year)
- Social events: Optional but encouraged
Get Them Involved Immediately
Do not make a new recruit sit through 6 months of classroom training before they touch a hose. On their first night, give them a tour of the station, introduce them to the crew, and let them ride along on a call (as an observer). On their second night, put them on a hose line during drill.
People stay when they feel useful. People leave when they feel like they are wasting their time.
Assign a Mentor
Pair every new recruit with an experienced member who is specifically responsible for answering their questions, showing them the ropes, and making sure they feel included. Not the grumpiest veteran. Not the busiest officer. Pick someone who is patient, approachable, and genuinely wants new members to succeed.
Fast-Track the Paperwork
Get the background check submitted on day one. Order their gear on day one. Get them into the next available Firefighter 1 class. Every week that a recruit is "waiting for paperwork" is a week they might find something else to do with their time.
Step 3: Get Young Members Involved in Fundraising
Here is where most departments miss a huge opportunity. They recruit a young member, train them on firefighting skills, and then never involve them in the operational side of the department — including fundraising.
Young members who help raise money develop ownership in the organization. They are not just showing up to train — they are invested in the department's survival. That emotional investment is what keeps them around for 20 years.
Give Them a Specific Role
Do not just say "we need help at the BBQ." Give them a defined job with responsibility:
- "You are in charge of online ticket sales for the next breakfast fundraiser."
- "You are running our Instagram page for the next 3 months."
- "You are managing the drive-thru line on Saturday."
Let Them Own the Digital Side
This is the biggest unlock. Most veteran members are not comfortable with social media, online ticketing, or digital fundraising tools. Most young members grew up with this stuff. Let them run it.
Put a 28-year-old in charge of your department's Station Donations page. Let them set up the online ticket sales, manage the social media promotion, and track the orders on event day. They will do it faster and better than anyone over 45, and they will feel like they are making a real contribution.
Make Fundraising Social
Young adults volunteer partly for social connection. The firehouse should be a place where people want to hang out.
After the BBQ is over and the tables are cleaned up, crack open some drinks, order a pizza, and hang out. Talk about what went well, what to fix next time, and how much money was raised. Celebrate the wins. Make the work feel worth it.
The departments that retain young members are the ones where members genuinely enjoy being there — not just on the fire ground, but on a random Tuesday night.
Step 4: Remove the Barriers to Staying
Recruitment gets people in the door. Retention keeps them there. Young members leave for specific, fixable reasons:
Schedule Conflicts
Offer flexible scheduling. Not everyone can make every Tuesday night training. Record the classroom portions so people can catch up. Allow members to attend drills with mutual aid departments if they miss yours.
Cost Barriers
Some departments charge dues, require members to buy their own boots, or expect members to attend paid trainings out of pocket. For a 26-year-old with student loans and rent to pay, a $200 annual dues bill is a barrier. Waive dues for the first year. Cover the cost of basic gear. Make it free to join.
Lack of Recognition
Thank new members publicly. Mention their contributions at meetings. Nominate them for awards. Post about them on social media. A simple "Great job at the BBQ last week, Sarah — you ran the drive-thru like a pro" goes further than you think.
Outdated Culture
If your firehouse culture includes hazing, cliques, or hostility toward new members, fix it or accept that you will never retain anyone. This is non-negotiable. The chief needs to set the tone: new members are welcome, they are valued, and anyone who makes them feel otherwise will be dealt with.
The Recruiting Pipeline
Think of recruitment as a funnel:
- Awareness: 1,000 people in your community see your recruitment post
- Interest: 50 people think about it
- Inquiry: 10 people reach out or stop by the station
- Application: 5 people fill out the application
- Active member: 3 people complete training and become active
If you run this process consistently — posting monthly, tabling at every event, following up on every inquiry — you should be able to add 3 to 6 new members per year. That is enough to replace attrition and slowly grow your roster.
The Bottom Line
Young people will volunteer for the fire department. They will show up at 2 AM. They will sweat through a chicken BBQ. They will knock on doors selling raffle tickets. But they will not walk through your door if you do not ask, they will not stay if you do not make them feel welcome, and they will not invest if you do not give them real responsibility.
Fix the onboarding. Fix the culture. Give them ownership. And then watch your department get stronger, younger, and more financially resilient. That is the whole point.
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