This presentation will present the steps to effective volunteer recruitment. Tips and techniques will be provided for each step including how to craft an effective messages and tips to consider when writing an online posting.
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Volunteer Centers of Michigan Michigan Community Service
Commission
Provides resources to volunteer The state’s lead agency on
centers across the state in volunteerism working to build a
their efforts to address key culture of service by providing
community issues. vision and resources to strength
communities through
www.mivolunteers.org volunteerism
www.mnaonline.org www.michigan.gov/mcsc
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3. Goals
• Identify the benefits of a systematic volunteer
recruitment program.
• Identify best practices in volunteer recruitment.
• Provide ideas and tips that might be used by a
variety of organizations.
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4. What is Volunteer Recruitment?
The process of matching an organization’s
needs with a volunteer’s interests and skills
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5. Benefits of Volunteer Recruitment
Program
Sustainability
Increased
satisfaction & sense
of connection
Maximizes
organizational
resources
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6. Prepare Your Organization
STARTING POINT:
•Understand your organization’s history
•Align & articulate connection to mission
•Identify impact of workplace culture and
environment.
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7. Steps to Recruiting and Placing Volunteers
1. Develop a
Volunteer
Position 3. Screen
Description Volunteers
2. Develop a 4. Interview
Targeted and Match
Recruitment Volunteers to
Plan Appropriate
Positions
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8. STEP 1:
Develop a volunteer position description
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9. The Volunteer Position Description
The volunteer position description outlines the
volunteer tasks, skills, abilities and interests
The position should align with the organization’s
needs, goals and mission
The position description is the foundation upon
which to base all recruitment and placement
efforts
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10. TEMPLATE--
VOLUNTEER POSITION DESCRIPTION
WORKSHEET.docx
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11. Foundation of Recruitment
The Position Description
Identifies skills and attributes
Provides focus (i.e., targets)
Attracts the right people
Sets clear expectations
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13. Recruitment Methods
Targeted Recruitment—specific, focused, and
addressed to the audience most likely to possess
the skills, interests, and availability needed.
Broad-Based-goal is to keep organizational
volunteer needs in the public eye.
Most appropriate for large scale, short-term events
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15. Targeted Recruitment
2. Identify 3. Craft a 4. Design a
1. Target Your Benefits and Powerful Communication
Market Features Message Strategy
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16. Ask The Following Questions
Who is your target audience?
What are important features of position?
What would appeal to them about the position?
What are some possible barriers?
What additional things do we need to know about
the audience?
What strategies should you use to reach your
audience?
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17. Identify Benefits and Features
Benefit: What volunteering does for the
volunteers, such as teaching them a
skill, having fun, meeting people, etc.
Feature: Descriptive elements of the
volunteering, such as when, where, doing
what with whom, etc.
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18. POLL
Think about your organization’s current
volunteer opportunity postings
• Which audience(s) are currently
targeted?
• Which audience(s) might you want to
target in the future?
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19. Start the discussion
• Brainstorm a variety of target groups
• Choose 1 and identify the type of
benefits that would appeal to this
particular group
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20. IMPORTANT POINT
New Opportunities = New Volunteers
Different
Different Needs SKILLED
Opportunities
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26. Craft a powerful message
THREE PARTS
THE
STATEMENT HOW THE
BENEFITS
OF CLIENT VOLUNTEER
TO THE
NEED CAN HELP
VOLUNTEER
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27. EXAMPLE
STATEMENT OF CLIENT NEED
They have gloves, bats and softballs, but no coach. Seventy-five mentally-challenged
boys and girls are waiting for a coach. They’re waiting for you.
HOW TO HELP
Don’t let them strike out. Join our Special Olympics Team. Call 1-800-Gold Today
BENEFITS
You’ll never feel more appreciated (and you’ll get some exercise too!)
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28. Good Messages. . .
Many elderly in our community live
lonely stretches without a warm smile •Simple
or embrace. Your family could
•Compelling
volunteer to “adopt” one of these
senior residents. The members of •Consistent
with
your family will experience some rare branding
quality time together while giving
•Contact
someone a real lift. Call Mary at 555- Info.
111 for more information or visit
www.ourwebsite.org
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30. Start the discussion
• Choose one current volunteer position
description and use the 3 steps to
create a recruitment message.
• Review your organization’s position
descriptions and discuss how each
might be restructured to better meet
volunteer needs.
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31. Virtual Volunteers Wanted
Press Releases and Public Service Announcements Writer
Volunteer Opportunity Details:
May not require in office presence, but should be willing to meet
periodically with staff or committee members to help develop
publicity pieces. Comfort with and access to email if working
from home. Distribution of announcements to appropriate
media outlets. Maintain, or coordinate with staff or other
volunteers to maintain, accurate data base of print, TV, and
radio contacts. Minimum 1 – 2 times per month.
Knowledge and skill at writing media releases, experience
preferred.
This opportunity is sponsored by: Michigan Audubon Society
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32. Design a Communications Strategy
Different audiences require different communication
strategies
•Email, twitter, facebook
•Booths, displays
•Media—radio, newspaper
•Billboard
• Storytelling, pictures, video
•YouTube http://www.youtube.com/watch?v=srLEbfUyQzw
Be strategic about communication
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33. POLL
Which strategies does your organization
use and find successful?
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34. WHERE DO YOU FIND THEM?
Online
Senior Centers
Schools
YAC -Honor Society -Service Learning
Community Service
Other Volunteers (spread the message)
Faith-based
Other ______________
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35. Marketing Your Message
Distribute brochures or posters
Make public service announcements on television,
radio, or newspaper
Speak to community groups (e.g., faith-based,
neighborhood groups, community forums)
Collaborate—churches, businesses, other nonprofits
Post to online venues (e.g., Websites, Twitter,
YouTube, Facebook, blogs, etc.)
Word of mouth - “The personal ask”
Talk to current volunteers, staff, and board members
Set up a booth at a local events (e.g., farmers
markets, festivals, etc.)
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36. CAPITALIZE ON
National Days of Service Community Events
Day of Service & Festivals
Remembrance Sept. 11
Make A Difference Day Concerts
Family Volunteer Day
Martin Luther King, Jr. Athletic Events
Day
National & Global Youth Expos
Service Days
National Volunteer Week Orientations
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48. In Summary--
8 EASY STEPS
Make it Visually Appealing
Make Good Use of Your First
Sentence
Create a Strong Call to Action
Provide Direction and Support
Time Commitment, Training, Restrictions
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49. Make Your Organization Searchable
Have An Online Presence
Use Key Words
Remember to Edit
Grammar, Spelling, Clarity
View Your Listing as a Volunteer
Enlist Your Volunteer’s Input
Most importantly—Offer An Opportunity
Think variety, skilled, flexible, short-term
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50. Most Effective Recruitment Tools
•Your organization’s reputation
•Effective organization
•Community Impact
•Connection with your mission
•Word of mouth
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51. Finally & Continually—
Plan ahead. . .
Use the orientation process to make the
connection with those “one-time”
volunteers.
Include the “ask” in
orientations, reflections, and any other
opportunity.
Capitalize on national days of service
Train team leaders to recruit
“No” may simply mean “Not Now” or
“Not this Opportunity”
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Offer a variety of opportunities
52. Start the discussion
• What additional skills might your
organization recruit through a new
volunteer opportunity.
• How will your organization “grow your
volunteers”? What types of
opportunities will serve your mission
and offer new opportunities for
volunteer leadership?
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53. Effective
Recruitment MAKING
THE
MATCH
Increased
One Final Point
Volunteer
Retention
Good
Volunteer
Management
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54. ADDITIONAL TOOLS &
RESOURCES
Planning Form
RECRUITMENT PLAN WORKSHEET.docx
Position Description Template & Example
Resource Page
Connect with your local Volunteer Center
www.mivolunteer.org--member directory
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55. FUTURE
WEBINARS
http://www.mivolunteers.org/
Capitalizing on Single
Days of Service
Risk Assessment
Screening & Orientation
Training & Supervision
Evaluation &
Recognition
And more
GIVE US YOUR
SUGGESTIONS
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56. QUESTIONS/COMMENTS
Any unanswered questions will be responded to by email
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57. CAPITALIZING ON SINGLE DAYS
OF SERVICE
Thurs, April 29
Register through the Learning Center
www.mivolunteer.org
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58. Summary
Questions, Feedback
Thank you for your participation.
Please complete the evaluation that will appear after we
close the webinar. (NOTE ON SCORING—5 is high, 1
is low)
Your input is appreciated.
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Notes de l'éditeur
Recruitment is actually the first step in the screening and retention process. A well run organization will utilize a matching process that serves to insure a positive experience. Positive experiences foster a sense of connection between the organization and individual.
This includes: 1. Top management is in support. 2. Staff prepared to assist. 3. staff trained 4. materials developed and produced 5. space identified 6. policies & procedures in place 7. legal and liability issues resolved 8. evaluation systems in place.
An effective recruitment plan is clear about expectations which includes not only duties but the screening, interview and placement process. These steps are the first in a retention plan. A good match leads to a good experience for both volunteer and organization which helps to facilitate retention.
Review the example and worksheet provided.
Requires that the organization clearly think through and identify needs and expectations. These are then communicated to potential volunteers and becomes a part of the initial screening process as some individuals will “self screen” and choose not to apply.
Targeted requires analysis of the position and a clear picture/definition of the type of volunteer (skills, interests, availability) needed. Broad based would involve media campaigns, recruitment brochures and other techniques geared toward maintaining a high public & media profile.. Any media that promotes the organizational mission, community impact, and volunteer involvement will create interest and potential enquiries.
Targeted recruitment consists of 4 steps. Each is driven by the position description.
Survey question options: Senior citizens/ baby boomers, students, young professionals, faith based, service organizations
Take the discussion back to the organization--Samples of groups might include seniors, college students, children, youth, baby boomers, parents of children attending a specific school or in a specific neighborhood, families, persons with disabilities, faith-based groups, corporations/employees, community groups (Lions, 4-H members, Eastern Star). Benefits might include evening and week-end opportunities, virtual opportunities, opportunities to meet new people (i.e. singles), opportunities to learn new skills, build a resume, network, etc.
To recruit more volunteers, offer opportunities that appeal to a variety of volunteers.
Many organizations focus on episodic for large scale events with little consideration about potential for future involvement or look for Levels 4 & 5. New York Cares looked at the relationship between levels. “Growing volunteers & leaders” Once again, the strongest factor in predicting whether volunteers would move up the leadership ladder was whether they believed their service made a difference as well as the level of satisfaction with New York Cares— the same reasons volunteers who were already highly engaged gave for starting and continuing their service. Those seeking to fulfill a faith-based or spiritual commitment were also more likely to become ReliableRegulars even while the religiously active were less likely to move up the ladder — a finding that suggests thatthere is a segment of volunteers who seek alternative expressions of spirituality in their engagement. Conversely, leadership jumpers said that being required by another organization or asked by their workplace to participate was a positive influence.
Every community have a large number of needs and a variety of organizations working to address these.
Prospective volunteers have a variety of demands on their time whether it’s family, personal goals such as fitness, travel, or hobbies.
Brainstorm some examples of each part with your groups.
Example provided by the Volunteer Center of Greater Kalamazoo. What type of individual might this appeal to?
Identify—Client Need, Benefit, How to help. Contact information very important. Example provided by the Volunteer Center of Greater Kalamazoo
Take the discussion back to the organization-- evaluate how current positions might be revamped to be more flexible, focused and time limited, more virtual, utilize a team approach, etc.
There are many strategies that can be effective yet also make the process more manageable. Most importantly, recruitment must be a part of the organization’s ongoing policies and procedures—year round.
Choices: online volunteer registration sites, media-newspaper, radio , flyers/brochures, social media, organizational communications—website, newsletter, email
Next webinar, April
IntroductHandsOn Connect—discuss the advantages to the organization.
Agency registration and posting of opportunities is easy.
www.allforgood.org
Difficult to find postings that meet all the criteria.
Asks question. Stresses benefits to volunteer. Kent has several different posting—same position; worded to appeal to different populations
How do you make it appealing in posting? Call to action—reflect your mission
Additional points.
Take the discussion back to the organization--Samples of groups might include seniors, college students, children, youth, baby boomers, parents of children attending a specific school or in a specific neighborhood, families, persons with disabilities, faith-based groups, corporations/employees, community groups (Lions, 4-H members, Eastern Star). Benefits might include evening and week-end opportunities, virtual opportunities, opportunities to meet new people (i.e. singles), opportunities to learn new skills, build a resume, network, etc.
Effectively matching the volunteer to the opportunity improves the experience for both the volunteer and the organization. This aids in the training, supervision and evaluation process. Each improves the volunteer’s connection with the organization which increases opportunities for retention.
Note: electronic version of webinar can be accessed through the learning center along with trainer notes.
