First, is it all bad if a candidate is an adrenaline junkie? If he/she exhibits a liking for the job, can the energy be focused (with education and training) toward making a more effective and efficient stop on the fire or property loss? A love for the job and the drive that goes with it can be channeled towards performing a better size-up, more quickly getting the first line in operation, or getting the roof vented. This question does come with a caveat: the company officer charged with day-to-day training of these individuals will have his hands full!

Lastly, how effective is the fire service (both paid and volunteer) at filtering undesireable candidates from the system? Background checks can be effective at identifying previous criminal history, but are not perfect. Dealing with previous employers may not be effective because of legal issues. Checking around the community can provide information not available on the application, but takes time.

Somewhere in the process you have to ask: would I want this person in MY home?; would I allow this person to care for my mother, father, wife, or children?; would I allow them to care for me? If any answers are “No”, then consideration should be given toward removing them from the process.