Start volunteering your time, join one of the affinity groups and go to meetings to meet people who are on the job to learn more about what they do and expectations.

Anyone interested in a career as a firefighter in the metro Phoenix area must fully understand the expectations of the hiring agency, whether it be PFD or another local department. Those expectations include, but are not limited to a macro knowledge of the fire service, a defend-able list of activities in preparation for the process (i.e. fire science college coursework, research of department history and organizational structure, and actively seeking out current members for better understanding of the duties and responsibilities of a department's firefighter). In the past, PFD has provided written, fire service material (available from their website) as a study guide for a portion of the written test that is the initial activity in the hiring process. Preparation must also include an individual's physical fitness to perform the duties of a firefighter. This will be evaluated at a time separate from the written test. This part of the testing and hiring process is known as the Candidate Physical Agility Test (CPAT) and it is well defined on a link at the department's website. Phoenix, and many of the other local departments conduct two separate interview processes to determine the finalists that will be offered a position in an upcoming fire academy class. The two interviews are similar but yet distinct as the panelists evaluate the candidates. In both settings though the interview board are looking for those that can best articulate through their responses both the preparation that they have done for consideration as well as the return on investment the department (and the public) will receive from hiring the candidate. Regardless, if it is the first or second round of interviews, the best candidates will give themselves the highest possibility for success by showing as much of themselves, their preparation, and their qualifications and best characteristics when they respond to an opening question that asks about either the individual's background and/or their preparation for a career as a firefighter. While many interviewees will have backgrounds that sound similar one from one another, and a great many will have done like things in advance of the interview process, panelist are most likely to remember the ones that draw the inference that these historical truths will make them the best candidate for selection. Likewise, when the interview is drawing to a close (whether it be process's the 1st or the 2nd) the most successful candidates will seize this moment by giving their response to the final question (however its worded) to positively demonstrate why they should be given serious consideration for the offer of a position as a firefighter for the Phoenix Fire Department. These last few moments should be the interviewee's forecasting of how his or her selection as a firefighter will be positive, lasting, and rewarding outcome for the organization, the public (as the external customer) and for the individual themselves.