Downloaded 26 times
More Related Content
Volunteer recruitment
- 1. Volunteer recruitment Marie GODINOT
- 2. My background HR Manager,specialised on Training&Development projects for Telco Companies Cross-cultural experience Volunteer Advisor for EVC Career Coach for the French Chamber of Commerce
- 3. Volunteer Recruitment Howcan HR practices and tools help face some of the challenges met by Volunteer Centers?
- 4. Agenda The most commonVC’s challenges in terms of volunteers recruitment Insight on recruitment processes for employees vs volunteers Insight on motivation factors for employees vs volunteers 5 actions based on HR tools&practices for further improvement
- 5. The recruitment challenges clients not turning up at appointments clients not ready/not keen to volunteer volume and false expectations of job centre referrals high number of referrals from support workers high volunteer turn-over VIO’s not responding to volunteers dealing with corporate volunteers VC Network meeting - May 2011 Source:
- 6. Recruitment challenges RELIABILITY RETENTION
- 7. Insight on recruitment process Volunteers Employees VSO Staff Job Description very general role detailed: description - Job purpose - Key Job Description with global accountabilities skills&availability - Key competencies requirements - KPI’s
- 8. Insight on recruitment process Volunteers Employees VSO Staff Application form Application form CV+cover letter considered best (optional) equalities practice
- 9. Insight on recruitment process Volunteers Employees VSO Staff Behavioural or situational interviews Panel interviews Informal interviews Assessment centres by Volunteer Advisors and Selection testing Volunteer Manager Telephone interviews Formal presentations
- 10. Insight on recruitment process Volunteers Employees VSO Staff Volunteer Agreement - volunteer policy Contract of Contract of - work outline Employment employement - job description - type of supervision as soon as they start - type of support working - insurance cover - equal opportunity policy
- 11. Insight on recruitment process Volunteers Employees VSO Staff More temporary contracts although 40 working 90% are flexibility hours/week permanent 1-2 weeks search 6-9 months job More part-time search workers = 40% high turn-over 18 to 36 months 20% less in terms average time in job of salary
- 12. Insight on recruitment process shows that it is less formal expectations are in general less clear matching expectations is more difficult Long Term MOTIVATION is at stake
- 13. Insight on motivationfactors
- 14. Insight on motivationfactors
- 15. Insight on motivationfactors
- 16. Insight on motivationfactors Self- Employees are “working Actualization partners” Ego with individual needs Social Needs and drives at varying degrees Safety Needs Physiological Needs ready to satisfy employers needs only when own needs are MASLOW'S HIERARCHY met OF NEEDS
- 17. Insight on motivationfactors - to be knowledgeable, experienced, expert Employees care beyond - clear and fair policies, procedures, employment practices the salary - they care to - business integrity know to whom they - clear job descriptions entrust their fate, - two-ways communications reputation and security - effective management and supervision - positive discipline Employees consider their - good company repute work as a major factor - good customer relations that shapes their lives. - company survival - opportunities for personal growth They expect from their - company growth employers: - a share in the company’s success
- 18. Motivation specific toVSO staff To make a difference more broadly Passion for a particular cause or injustice Organisational culture and benefits Like-minded people They tend to have altruistic motivators
- 19. 20 push factorsfor volunteers - personal growth - caring nature - learn new skills - give something back - gain qualifications - pass on their skills - gain references for CV - be part of a team - pathway to employment - reduce boredom - gain confidence and self-esteem - sent by Job Centre! - receiving training in specific tasks - have fun :-) - feeling good about themselves - get involved in the community - adding work experience to avoid career gap - meet people and reduce isolation - evaluating potential career choices - meet people and make friends - networking - strong beliefs (green issues) They tend to have self-development motivators
- 20. Insight on motivation Showsthat actually the needs are the same with slightly different tendencies Corporate retention strategies can be applied for VSO’s
- 21. Action Plan Idea 1Train Volunteer Advisors on HR screening tools Idea 2 Develop employment partnership with Job Centres Idea 3 Design and facilitate a workshop for volunteers to reflect on their expectations Idea 4 Offer orientation coaching services Idea 5 Brief Volunteer Managers on some HR retention techniques
- 22. Action 1 TrainVolunteer Advisors on HR screening tools to better check volunteers’ expectations and motivation Learning Outcomes Art of questioning Most common questions to check motivation Active Listening Storytyping test Skills Matching test
- 24. - Why do you wake up in the morning? Give 3 main factors. • Specific to the role and to the VSO: - How are you interested in this role for this VO? - What is attracting you to this volunteer role? - What interest you most/least about this role? • About the past: - What do/did you like most/least in your current/past working experience? - What frustrates you about a job/an activity? - Why have you left your previous jobs/volunteering roles? - What would make you leave the VO you are volunteering for?
- 25. Active Listening •Verbal Responses -Paraphrase - Short questions - Acknowledgement • Non-verbal responses • Hear what is not being said • Am I really listening OR am I waiting to talk?
- 26. On-line Test 1 TheProfessional Values & Story Index (PVSI) is designed to help people understand what’s most meaningful and motivating to them in their work lives Based on the 12-archetype model created by Dr. Carol S. Pearson with its own unique set of talents, qualities and motivators. “Lover” individuals are most fulfilled by building relationships. Naturally appreciative, passionate and committed, they enjoy creating consensus and motivating others to see and utilize their own special gifts. They're usually excited and challenged by opportunities to enjoy the richness and fullness of life. http://www.storybranding.com/site/take-the-pvsi-survey.php#step_1
- 27. On-line Test 2 Re-readthe descriptions for your top three interests. This will help you see what your interests are and what is most important to you and provide an additional focus when you come to consider some of the types of organisation to be found in the voluntary sector. http://www.workingforacharity.org.uk/uploads/Files/Reviewing_My_Interests.pdf
- 28. Action 2 Developemployment partnership with Job Centres to prevent wrong orientations Contact Job Centre Plus Work Clubs, support to help find a job Work Together, volunteering opportunities for jobseekers
- 29. requirements • What will the learner be able to do at the end of the session • (in terms of knowledge, skills, attitudes)? • apply on-line for volunteering opportunities • go through the application process with success • know how important it is to check how the volunteering opportunity matches their own expectations and availability • get a better understanding on their motivators to become a volunteer • know more about the voluntary sector in general and about the different roles in a charity • understand how the West London Voluntary and Community Sector is structured, and how they will be part of it • plan their next step with the Volunteer Centre and be able to take action and start volunteering • be aware of the importance to honor volunteering commitment and be reliable • get ready for the interview with volunteer managers
- 30. Action 4 Offersimple coaching services used for Performance Management by line-managers in companies
- 32. Coaching A process tohelp you to move from where you are today to where you want to be and to do it more quickly and effectively than if you were on your own The 3 D’s Dysfunction -> therapy Distress -> counselling (past oriented) Desire -> coaching (future oriented), “for Good people who want to be Great” The coach is not a FIXER, he doesn’t give advice nor suggestions. The coach is like a DETECTIVE, he asks the right questions at the right time. The client has the ownership of the problem to increase his commitment.
- 33. Some tools forcareer orientation and development - Lifeline exercise - My values - When I’m at my best Success - My skills - My interests Marketing - My ideal job compass - Summary: my personal coat of arms - My options, action planning Opportunities - My key achievements (STAR, Situation, Action, Task, Result) Discover - My personal profile - My elevator speech Explore - Get ready to interview questions - Ideas bank Job search framework - Delve into the past (your dream job) - My 25 re-energizing activities - Ask 10 people on kind of job and my key skills - Brainstorming based on skills and interests - Select 3 options and meet people with these jobs just for info
- 34. Action 5 BriefVolunteer Managers on some HR retention techniques Briefing Outlines: Feed-back game Give positive feed-back, the number one motivator! Give regular rewards and recognition Send volunteers to training and conferences Sign a letter of agreement Be available to volunteers Provide free food Have Fun ! Hire staff or brief staff on “positive volunteer attitude”
- 38. HIRE STAFF THATARE COMMITTED TO VOLUNTEERS In most non-profit organizations, we depend on volunteers to carry out our mission. The role of the staff is to provide the resources for the volunteer staff. Successful VSO’s do not differentiate between paid staff and volunteer staff. They are equal. When hiring paid staff, always ask these questions: What is your experience in working with volunteers? How have you handled volunteers who don't follow through? How have you increased your effectiveness with the work of volunteers? Tell me about an exciting experience you have had in working side by side with a volunteer in your past work experience. Tell me about an unsuccessful experience you had in working with a volunteer in your last job.
- 39. How can HRpractices and tools help face some of the challenges met by Volunteer Centers? Questioning Techniques Retention Strategy Active Listening Skills Feed-back techniques Personality Testing Reward Plan Employment Partnership Learning & Development Career Coaching Design interactive workshop