Volunteer Recruitment Tips
Once an organization has determined its volunteer needs and has created position descriptions outlining the benefits and costs to potential volunteers, the next step is to develop a recruitment plan. The type of recruitment plan developed for the organization depends on the needs of the organization in question.
When determining your method of recruitment, it also helps to look at the “5 W’s” of volunteer recruitment:
What is the job/position?
Who do you want to do this?
Where will you find the person/people to do it?
How Will you get them to volunteer with your organization?
Why will they volunteer for you? (i.e. what will motivate them to come on board with you?)
Targeted Recruitment
This type of recruitment plan is targeted towards a particular audience from which an organization wants to recruit volunteers. The audience to whom an organization directs its campaign possesses the skills and qualities that are deemed suitable for the available position.
Broad-Based Recruitment
This type of plan is best conducted when an organization is recruiting volunteers who do not have any specific experience or skills, and/or if an organization wants to recruit a large number of people for a short period of time. The following is a list of broad-based recruitment strategies:
Keep a high media profile – A clear and straightforward public service announcement aired on a community cable channel, local radio station, or in a newspaper that reaches a large number of potential volunteers. Make sure to clearly state your organization’s name and contact information.
Distribution of printed advertising – Develop and distribute eye-catching flyers or pamphlets describing the organization and the benefits people would receive from volunteering with it.
Volunteer directories and referral services – Your organization may have a directory of past volunteers or volunteer applicants to whom you may want to refer. People who have volunteered in the past may be willing to volunteer again. There may also be people who applied to volunteer with the organization in the past and were never contacted. In addition, there may be volunteer referral services in the area such as volunteer centers and university volunteer bureaus. These are excellent channels to access a pool of eager volunteers. Also, there are web sites that advertise volunteer positions and include a directory of people who are willing to volunteer their services.
Networking with other community groups – Representatives from the organization can become familiar with other agencies in the area. By doing so, representatives may be willing to share information and to promote each others volunteer opportunities.
Word of Mouth – This is still the most effective means to promote your organization. Make sure to take advantage of any opportunities you may have to tell others about the services your organization provides and the volunteer positions available.
Additional Recruitment Tips
Brainstorm with current volunteers on how to recruit others. They may have some creative ideas to share. Ask them to think about what interests them personally in volunteering.
Use every available media source – television, newspapers, radio announcements, flyers, personal contacts, advertising with volunteer centers, and word of mouth. Make sure to present your organization and its programs in an honest, positive, and enthusiastic manner. Identify the qualities you think an "ideal" volunteer may possess. Also, tasks should be clearly detailed so that there is little confusion about the duties involved with the position. And don't forget to write a volunteer job description!
Offer orientation sessions for your volunteers. This helps to build volunteer's interest in the position and enables them to learn more about the duties they would perform. It is a good idea to have current volunteers present to talk about their experiences. Happy volunteers are very effective in recruiting new people to the organization.
Offer information sessions on your organization and on available positions. These are extremely popular, especially when you offer free treats like food and drinks.
Show your interest in potential volunteers as individuals, not only as volunteer workers.
Allow your volunteers to provide feedback/input. This provides the volunteer with a sense of ownership of belonging in the organization. By encouraging feedback from volunteers, the organization is in fact aiding in the retention of volunteers by valuing their contribution and ideas. They will then most likely promote volunteerism and the organization to others.
Recognize the work and efforts of your volunteers. Saying “thank you” or “you’re doing a great job” boosts morale and increases the volunteer’s desire to stay with the agency. Volunteers are also more likely to promote the organization to other people if they are having a pleasant experience.
Keep informed of the competition and how they achieve success in volunteer recruitment.
Do not recruit more volunteers than are actually needed. Volunteers will lose interest if they have offered their help, but there is not enough adequate work available for everyone.
Remember: The majority of people who volunteer do so because they were asked. Representatives of organizations cannot always afford to wait for volunteers to offer their services, but may need to solicit their help in times of need.
Recruitment never ends! A volunteer can always decide to leave, therefore they should never be taken for granted. This will ensure a successful volunteer recruitment strategy.
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profile of voluntary sector - managing voluntary organizations | |
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Copyright 2003 Community Services Council Newfoundland and Labrador
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