When we are in situations where staff cannot be stretched any further, volunteers can be the missing link. Once we determined the need for volunteers we need to estimate the costs and benefits for/of volunteers. Identifying the pluses and minuses will help attract and retain this help. Once we have done this we are able to promote these position accurately and establish the specific volunteer assignments. For each assignment we need to know the following:
- Who will be qualified and interested in the position?
- Who will be able to meet the time requirements of the position?
- Where will you find these people?
- What motivates them to serve?
- What is the best way to approach them?
Remember: specific messages are needed for specific audiences. There isn't one blanket recruitment message that will successfully entice all potential volunteers. If possible you want to create a diverse portfolio of volunteer opportunities. Different pieces of work or types of service attract different types of people. Some volunteers are looking for positions that tap their creativity, present a challenge or provide the opportunity to learn new skills. Other individuals may want to support your cause, but need to break from the demands of the 'day' jobs.
To attract and hold volunteers, you need to determine what you have of value to exchange with the volunteer for time contributed. Specifically, you need to know and express to others:
- The benefits of volunteering - why people serve and what they gain through volunteer service.
- The costs of volunteering - what the volunteer position requires of potential applicants.
No matter what the cause for your need of volunteers, it is very good to know where to look within your community for them. There is a wide list of places to contact potential volunteers and all should be considered possible opportunities. Here are some to keep in mind:
- Advocacy groups
- AmeriCorps Programs
- Business and professional organizations
- Chamber of Commerce
- Churches and Religious groups
- Community and Service Restitution Programs
- Corporations and small businesses
- Employment Assistance Programs
- JTPA and other job training programs
- Military units and retired military personnel
- Scout troops and other youth groups
- Senior Citizen groups
- Service Organizations
- Senior Corps Programs
- Sororities and Fraternities
- Student Vocational Training Programs
- Unions and Trade Associations
- United Way
- University and College Organizations
- VISTA Volunteers
Also, about 25 percent of American colleges and dozens of high schools have recently instituted volunteer work in the curriculum. It is academically required; community oriented and can serve well. Being enthusiastic will show a benefit that will network. There are characteristics that can sell and recruit volunteers for your program:
- Sincerity (be honest and open about your volunteer program)
- Passion (have and exhibit passion for your program or effort)
- Innovation (be creative and flexible - always remember to have fun)
- Risk-Taking (be willing to try something new and bend the conventional mold)
- Inclusiveness (be inclusive and empowering of others)
- Thinking like an enthusiast
When the volunteers are used, they should be challenged, in order to maintain their interest and stay put. Volunteers can be critical resources and need not be scared away by work that demeans them. Much hard work can be done and ground covered by volunteers, all you have to do is find them.
Editor's Note: Max Appleby is a graduate student in Health Promotion at Virgina Tech University; source for information for this article is : Volunteer Recruitment: Tips from the Field.
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