Becoming a Firefighter

Throughout your training at Canadian Fire Rescue College, you will be supported by experienced fire service professionals who are committed to helping you prepare for a career in emergency services. Instructors bring first-hand knowledge of firefighter recruitment and hiring processes across Canada and are available to answer questions related to career pathways, certifications, and department expectations.

While employment outcomes are determined by individual fire departments, CFRC provides students with practical insight and guidance to help them better understand the steps involved in pursuing a career in the fire service.

Firefighting is a highly competitive career, with many qualified candidates applying for a limited number of positions across fire departments. Applicants are typically evaluated on a combination of education, certifications, physical fitness, experience, and overall suitability for the role.

Understanding the hiring process and preparing early can significantly improve your competitiveness. The information provided here is intended to help you better prepare for the initial stages of your firefighter career journey and understand what departments commonly look for in candidates.

Fire department hiring requirements can vary by jurisdiction, but most departments assess candidates against a common set of minimum standards related to eligibility, certifications, physical fitness, and personal suitability. Common requirements include:
 

• Minimum age: 18 years or older at the time of application
   
• Work eligibility: Legal authorization to work for any employer in Canada
   
• Firefighter certification: Firefighter I & II certification (IFSAC and/or Pro Board), required by many departments
   
• Medical certifications:
  
  • Valid Standard First Aid and CPR Level C (must remain valid throughout the recruitment process)
  • Many departments also require an 80-hour Advanced First Aid (AFA) certification, such as Canadian Red Cross Advanced First Aid, either at the time of application or prior to hire
     
• Criminal record check: No criminal convictions for which a pardon has not been granted (a DUI is considered a criminal conviction and may affect eligibility)
   
• Education: Grade 12 diploma or equivalent (e.g., Alberta High School Diploma or recognized equivalent)
   
• Driver’s licence: Valid, unrestricted Class 5 licence (or provincial equivalent). Many fire departments also require, or strongly prefer, a Class 3 licence with Q (air brake) endorsement at the time of hire or during the recruitment process
   
• Physical fitness: Successful completion of a department-approved physical fitness assessment (requirements vary by department)
   
• Vision: 20/30 corrected or uncorrected vision (standards vary by department), with normal colour vision
   
• Hearing: Normal unaided hearing
   
• Shift availability: Ability to work rotating shifts, including nights, weekends, and holidays
   
• Personal suitability: Ability to remain calm, effective, and professional in high-pressure situations
   

Important: These requirements reflect general fire department hiring standards and are not admission requirements for Canadian Fire Rescue College. For CFRC program admission criteria, please refer to the Admissions Requirements listed within our Policies page.

Firefighting is a physically demanding profession, and candidates are required to demonstrate a high level of physical fitness as part of the recruitment process. Most fire departments assess physical readiness through a Candidate Physical Ability Test (CPAT) or a department-specific physical abilities evaluation.

The CPAT typically includes a series of job-related tasks designed to simulate real firefighting duties, such as a stair climb, hose drag, equipment carry, ladder raise and extension, forcible entry, search, rescue, and ceiling breach and pull. These tasks are performed consecutively and are intended to measure strength, endurance, and cardiovascular fitness.

Some fire departments use modified or proprietary physical ability tests tailored to their operational needs. Applicants are strongly encouraged to research the specific physical testing requirements of the departments they plan to apply to. In Alberta, many departments require a University of Alberta–administered CPAT, or an equivalent test accepted by the hiring authority.

At Canadian Fire Rescue College, physical training is an integral part of the student experience. Training programs are designed to help build strength, endurance, and confidence, supporting overall readiness for the physical demands of firefighter training and a future career in the fire service.

Many fire departments require candidates to have a clean criminal record, including a vulnerable sector check, as part of the recruitment process. Background screening is taken seriously due to the high level of public trust, responsibility, and access associated with the firefighter role.

While the impact of a criminal record can vary by department and by the nature and severity of the offence, some offences may significantly affect eligibility. In recent years, many fire departments have adopted increasingly strict or zero-tolerance policies regarding criminal records.

It is important to note that a Driving Under the Influence (DUI) charge is considered a criminal offence in Canada and may render an applicant ineligible to apply with many fire departments. Applicants are strongly encouraged to review department-specific hiring policies and eligibility requirements before applying.

At the same time, many fire departments recognize that candidates may have made mistakes or poor decisions earlier in life. When past behaviour is disclosed or discussed during the recruitment or interview process, a candidate’s suitability is often influenced by their willingness to take accountability, demonstrate honesty, and clearly explain how they have learned from and moved beyond those experiences. Demonstrating maturity, responsibility, and personal growth can be a critical factor in how an applicant is assessed, depending on the circumstances.

Yes. Many fire departments review an applicant’s social media presence as part of the recruitment process to assess professionalism, judgment, and overall suitability for public service. Content that reflects poor decision-making, immaturity, discriminatory views, or extreme behaviour may negatively impact an application.

Firefighters are held to a high standard of conduct both on and off duty and are expected to serve as trusted members of the community. As a result, recruitment officers often look for evidence that candidates demonstrate responsibility, respect, and professionalism in public-facing spaces, including online platforms.

Prospective applicants are strongly encouraged to review their social media profiles and ensure that their online presence reflects the values and expectations associated with a career in the fire service.

In Canada, credit checks are not commonly used as part of the firefighter recruitment process. However, in the United States, some fire departments have begun requesting credit checks to assess financial responsibility, and in certain cases, poor credit history has negatively affected applicant eligibility.

While most Canadian fire departments do not currently include credit checks as a standard hiring requirement, recruitment practices continue to evolve. Maintaining responsible financial habits can be beneficial, particularly as departments increasingly evaluate overall reliability, judgment, and personal responsibility during the hiring process.

Prospective firefighters are encouraged to stay informed about department-specific recruitment standards and to take proactive steps to manage their financial health as part of their broader career preparation.

Volunteering can be a valuable component of a firefighter application, as the fire service is fundamentally rooted in community service. Demonstrated involvement in volunteer work can help show a genuine commitment to serving others, strong work ethic, and personal responsibility.

Volunteer experience does not need to be fire-related to be meaningful. Many fire departments value volunteer roles in a wide range of settings, including community organizations, emergency services support roles, youth programs, and charitable initiatives. In some cases, departments prefer to see volunteer experience that reflects community engagement outside of the fire service.

While volunteering alone does not guarantee employment, consistent and meaningful volunteer involvement can strengthen an application by demonstrating character, reliability, and a service-oriented mindset.

Psychological well-being is an important component of firefighter recruitment, as the role involves exposure to high-stress situations, critical incidents, and emotionally demanding environments. Many fire departments require applicants to complete a psychological assessment as part of the hiring process to evaluate their readiness to manage these demands safely and effectively.

Candidates are encouraged to prioritize mental health alongside physical fitness as part of their overall preparation. Developing healthy coping strategies, resilience, self-awareness, and stress-management skills can be just as important as physical conditioning when preparing for a career in the fire service.

Completing formal firefighter training is a critical step for most individuals pursuing a career in the fire service. Many fire departments in Canada require applicants to hold entry-level firefighter certifications, such as Firefighter I and Firefighter II, prior to applying.

Canadian Fire Rescue College provides this foundational training through structured, industry-aligned firefighting programs. Students who successfully complete CFRC’s firefighting programs earn IFSAC and Pro Board® certifications, which are widely recognized by fire departments across Canada and internationally.

While hiring requirements vary by department, completing accredited firefighter training can significantly improve eligibility and preparedness when applying for firefighter positions.

Most fire departments require applicants to complete a written aptitude exam as part of the firefighter recruitment process. While the format and content can vary by department, these exams are typically multiple-choice and designed to assess foundational skills needed for the role.

Common testing areas often include reading comprehension, mathematical reasoning, basic arithmetic, map reading, and written communication. Applicants may be required to complete calculations such as multiplication, division, and other problem-solving tasks without the use of a calculator, depending on departmental standards.

Written firefighter exams are competitive, and many successful candidates dedicate significant time to preparation in advance of testing. Reviewing sample questions, practicing timed exams, and strengthening core math and reading skills can help improve performance and overall competitiveness.

The firefighter interview is a critical stage of the hiring process and is often conducted by the Fire Chief along with a panel of senior officers or department representatives. This stage is designed to assess a candidate’s communication skills, judgment, professionalism, and overall suitability for the fire service.

Applicants should be prepared to answer challenging, scenario-based questions and to demonstrate strong interpersonal skills. Interview panels also expect candidates to ask thoughtful, well-informed questions that show genuine interest in the department and the role.

In many Canadian fire departments, the interview has become one of the most influential and demanding components of the recruitment process. As a result, many departments have adopted behavioural-based interviewing, often using the STAR format (Situation, Task, Action, Result) to evaluate how candidates have responded to real-life situations in the past.

Candidates are encouraged to prepare a set of structured examples or “stories” that clearly demonstrate problem-solving ability, teamwork, leadership, accountability, and ethical decision-making using the STAR framework.

As with written testing, many successful applicants dedicate months to interview preparation, including mock interviews, self-reflection, and reviewing department values and expectations.