The Grind
If you’re applying right now, you’ve probably felt it: the process can be confusing, slow, and emotionally draining. People grind for months (sometimes years), stack certifications, apply everywhere… and still get silence. Others feel one small mistake on a background packet could sink them for years. And plenty of strong candidates walk out of CPAT thinking, “Maybe I’m not cut out for this.” Those feelings are common—and they’re not a sign you’re behind.
My name is Roger Waters, I’m a 31 year veteran of the fire service. I created Firefighter Connection to help you through the full hiring process—resume, written test, CPAT, oral board, and everything in between—based on real hiring experience.
In addition to Firefighter Connection, I’ve created a new community designed to help you in real time. This community is an opportunity to ask questions, discuss challenges, and to help you succeed far beyond just the hiring process but throughout your career. The new community is Firefighter Career Connection and is currently free to join. Check it out and join in on the daily conversations that will shape your career.
Here are the biggest issues shaping hiring right now, and what you can do about them.
The good news? 2026 is bringing some real changes in firefighter hiring. The bad news? Those changes can trip you up if you’re still preparing like it’s 2016.
1) Departments need people — but the competition is still real
On paper, there are a lot of openings. The Bureau of Labor Statistics projects firefighter employment growth from 2024–2034 and tens of thousands of openings each year, much of it from retirements and people leaving the job.
But “openings” doesn’t always mean “easy to get hired.” Many candidates report the same frustrating pattern: departments say they’re hiring, yet applicants don’t get clear feedback on why they weren’t selected. That uncertainty is one of the biggest confidence killers in the whole process.
What to do in 2026: stop treating hiring like a single event (“I’ll test once and get picked”). Treat it like a season. Build a repeatable system: test → after-action review → fix one weakness → test again. That mindset keeps you moving when the process feels personal.
2) EMS expectations are rising — and “paramedic preferred” keeps spreading
The fire service is still trending toward more medical calls, and many agencies want firefighters who can carry that load. The hiring market reflects it. Articles focused on firefighter-paramedic recruiting point out that demand is up while the pool of qualified candidates is not keeping up.
Even competitor research in the firefighter test-prep space highlights a common message: candidates with paramedic training are often viewed as more competitive.
What to do in 2026: if you’re on the fence about EMT, don’t be. EMT is still the cleanest “first step” that opens doors, builds confidence, and helps your interview answers sound real. If your region is heavily paramedic-driven, build a plan (and timeline) toward paramedic—without going broke or burning out.
This is a link to an article I wrote about becoming a Paramedic in the fire service.
3) Some departments are changing requirements just to keep hiring
A big 2026 reality: some agencies are adjusting their hiring pipeline because strict requirements have shrunk the candidate pool too far. One recent example: Beaumont Fire Department launched a cadet program after staffing shortages and noted that requiring dual-certified candidates wasn’t sustainable—so they’re bringing people in and training them.
This matters because it signals a wider trend: more departments are experimenting with “hire then train” models, cadet programs, academies tied to employment, and broader entry paths.
What to do in 2026: don’t assume the old rules apply everywhere. Read each posting like it’s a different job (because it is). Some departments still want cert-heavy candidates. Others want strong people with clean backgrounds and coachable attitudes. Your strategy should match the department.
4) Background investigations are getting more detailed — especially online behavior
Candidates already fear background packets, and for good reason. People worry one missing job, one forgotten detail, or one late form can knock them out.
At the same time, many agencies are paying closer attention to social media and online conduct. HR and legal guidance in public safety has warned for years that social media screening has risks and needs to be handled carefully—but it’s still part of the modern hiring landscape.
What to do in 2026:
- Be painfully honest and consistent on your paperwork. If you made a mistake years ago, own it and show what changed.
- Assume your online footprint will be seen. Clean up what you can, lock down privacy, and stop posting anything you wouldn’t want read out loud in an interview room.
5) Drug policy (especially cannabis) is changing — and it’s creating new confusion
This is one of the biggest “2026 issues” people aren’t talking about enough.
Some agencies are updating policies to allow off-duty medical cannabis use with strict rules. Howard County, Maryland announced a revised policy effective January 31, 2026 that allows off-duty medical cannabis use for certain personnel, with a 12-hour window before reporting to work and updated testing standards. Another recent report details similar guardrails (no use within 12 hours of shift, documentation requirements, reasonable-suspicion testing updates).
What to do in 2026: never guess. If you use any form of cannabis (even medically), you need to understand the department’s policy and the laws in that state. “Legal in my state” does not automatically mean “okay for this job.”
6) The interview is still the great separator
Candidates keep repeating the same lesson: plenty of qualified people fail because the interview exposes weak communication, weak maturity, or weak decision-making under pressure. In online firefighter communities, the theme shows up again and again: the interview is where candidates either lock it up or lose it.
What to do in 2026: practice out loud. Record yourself. Get feedback. Build a few personal stories that prove your traits (teamwork, integrity, calm under pressure). And stop trying to “sound like a firefighter.” Sound like a real person who can be trusted.
The interview process is often the most challenging part of the hiring process for most people. I’ve written several posts over the years on this. here is a link to a list of them
Closing: The 2026 candidate who wins is the one who stays steady
If hiring in 2026 feels messy, you’re not imagining it. Departments are dealing with staffing pressure, shifting EMS needs, changing policies, and a new level of background scrutiny. Candidates are dealing with long timelines, confusing rejections, and stress that can make even strong people doubt themselves.
But here’s the truth from the hiring side of the table: we’re not looking for perfect. We’re looking for prepared, consistent, coachable, and trustworthy.
So build your plan like a professional:
- Train specifically for CPAT (not just “work out hard”).
- Treat your background packet like a legal document.
- Get serious about EMT/EMS expectations in your area.
- Practice interviews until your answers sound calm and real.
- Apply wide and keep improving between tests.
If you want help doing that step-by-step, that’s exactly what Firefighter Career Connection is built for—clear guidance on the testing process, practical prep, and support inside the community.
Come on over and check it out today.
