The selection and recruitment of volunteers is the process of choosing the right volunteer for a specific job as outlined in a written job description. Selection happens after the organization has assessed the need for volunteers and identified specific tasks or jobs to be done by volunteers. Recruitment becomes an ongoing process once the needs have been identified. A manager of volunteers must first determine specific roles or jobs needed before recruitment and selection can take place.
One style of volunteer recruitment is “targeted recruitment.” This method identifies a needed volunteer job and then targets an individual or group(s) of individuals who should have the skills or interests necessary to fulfill the job’s responsibilities. The targeted method can involve several steps.
- Develop a list of all volunteer jobs needed by the organization.
- Identify types of skills/qualities desirable for specific jobs. (For example, if you are looking for a reading tutor for a school, the volunteer needs to be comfortable with children and available during school hours.).
- Identify potential target groups (such as retired teachers, stay at home parents, or older students) and then determine where these target groups can be found (e.g., senior centers, retirement groups, libraries, recreation centers, or high schools).
- Make an appeal to individuals in these target groups. Share what your organization hopes to accomplish and can offer volunteers for their efforts. (For example, the goal is to help students pass examinations and be more successful in school. This volunteer opportunity will benefit the community by advancing students’ skills and increasing their employability.) Indicate what is unique and special about your organization. (For example, volunteers may work with the same students over a 2-year period instead of just one year).
- Decide how you will communicate your recruiting message to these targeted groups. Managers of volunteers may find that personal conversations or presentations to small groups of potential volunteers are very effective ways of recruiting volunteers. Helping an individual realize they have the abilities to do something they want to do is easiest when a two-way conversation occurs. Managers of volunteers may also recruit volunteers from the general community by using new stories, posters, advertisements, radio announcements, or printed messages in papers or newsletters.
It is often helpful to involve other people (especially volunteers) in the recruitment process. Current volunteers may be more effective in talking about their work and the rewards received from their volunteer service. Some organizations create a speakers bureau consisting of volunteers and paid staff who are trained in giving presentations to the public about the organization’s work. If the purpose of the presentation is to share information and recruit volunteers, be certain you invite people to volunteer and be ready for them to begin the volunteering process.
