Maximizing Recruitment with Digital Campaigns: A Toolkit for First Responders
Finding the right people to work in emergency services has never mattered more. Across the country, departments are stepping up their recruiting efforts… and the good news is, the tools are updating to match.
Departments big and small are struggling to staff shifts, let alone plan for the future. The old way of hiring is just that: old. Hiring services need to keep up with the times, and digital recruitment campaigns are paving the way for the future. Ready to start bringing in the people who can last for the long haul?
Traditional Recruitment Isn’t Working Anymore
Job boards and open house flyers don’t cut it in 2025. You’re competing with industries that offer remote work, big sign-on bonuses, and TikTok-worthy perks.
The difference between those big corporations and you? They don’t have the mission. First responders have never done the job for the perks or the pay. We do it because it’s a job that matters.
There will always be people who want to do something that makes a difference; we just need smarter ways to get that message out. Targeted recruitment advertising is vital to reaching the right audience. You’re not just filling positions; you’re building a team with the grit, heart, and hustle that this job demands.
5 Tools That Actually Work
1. PPC (Pay-Per-Click) Ads
Google Ads allow you to target people searching phrases like “paramedic openings” or “firefighter job near me.” These are folks who are actively looking at positions you offer. Make sure they’re finding you.
2. Social Media Ads
Whether it’s Facebook, Instagram, or even TikTok, this is where your future teammates are scrolling. Use short videos, action shots, and personal stories to fuel your digital recruitment campaigns. Highlight the connection you build with your colleagues. Show the impact you make in people’s lives. Keep it raw and real.
3. Retargeting Ads
Not everyone applies the first time, especially to a job like this. That doesn’t mean they’re not interested. Retargeting encourages them to circle back by promoting ads to visitors who didn’t finish their application.
4. Email Campaigns
Got their email? Great! Now talk to them. An email sequence (also called a drip campaign) reminds them why they clicked in the first place. Share stories from the field, training day snapshots, or what it’s like riding that first shift. Wrap it all up with a direct link to apply to open positions. Remember, people don’t know you’re hiring if you don’t tell them.
5. Paid + Organic = Full Coverage
Your targeted recruitment advertising generates data. Use it. If a certain post crushes in an ad, mirror it in your unpaid feed. Use your crew’s personal reach, too. They know people who are like them, which means they have direct access to people with the personality to take this job on. Use them to help expand your reach.
Mix all these strategies with retention and recruitment services, and now you’re not just recruiting. You’re building a talent pipeline.
People Also Ask
What’s the best ad platform for recruitment?
Google and Facebook take the lead. One captures search intent, the other builds through storytelling. You’ll want to invest in both.
How much do these campaigns cost?
You set your budget, but the right ads and good targeting give you the most bang for your buck. Even $500/month can make a dent if your targeting is solid.
Will this work for volunteer squads?
Absolutely. Smaller communities often see better results thanks to less competition and tighter targeting.
It’s Not Just About Filling Seats
This isn’t just a hiring issue. It’s your department’s future. 9-One-1 Marketing provides retention and recruitment services built for first responders, so you can stop chasing and start attracting.
Need a hiring strategy that actually lands qualified candidates? Call 9-One-1 Marketing. We’ll build it, run it, and help you turn recruitment into a flood of candidates.