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Volunteer recruitment
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- 2. Connect with uson facebook 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 2
- 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. 3
- 4. What is VolunteerRecruitment? The process of matching an organization’s needs with a volunteer’s interests and skills 4
- 5. Benefits of VolunteerRecruitment Program Sustainability Increased satisfaction & sense of connection Maximizes organizational resources 5
- 6. Prepare Your Organization STARTING POINT: •Understand your organization’s history •Align & articulate connection to mission •Identify impact of workplace culture and environment. 6
- 7. Steps to Recruitingand 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 7
- 8. STEP 1: Develop a volunteer position description 8
- 9. The Volunteer PositionDescription 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 9
- 10. TEMPLATE-- VOLUNTEER POSITION DESCRIPTION WORKSHEET.docx 10
- 11. Foundation of Recruitment The Position Description Identifies skills and attributes Provides focus (i.e., targets) Attracts the right people Sets clear expectations 11
- 12. STEP 2 DEVELOP A RECRUITMENT PLAN 12
- 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 13
- 14. BROAD-BASED RECRUITMENT OTHER EXAMPLES Recruitment bookmarks.docx 14
- 15. Targeted Recruitment 2. Identify 3. Craft a 4. Design a 1. Target Your Benefits and Powerful Communication Market Features Message Strategy 15
- 16. Ask The FollowingQuestions 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? 16
- 17. Identify Benefits andFeatures 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. 17
- 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? 18
- 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 19
- 20. IMPORTANT POINT New Opportunities = New Volunteers Different Different Needs SKILLED Opportunities 20
- 21. GROW YOUR VOLUNTEERS From within 21
- 22. Differing Levels ofInvolvement Foster Volunteer Growth Volunteer Engagement Scale Level 1: Shoppers Level 2: Episodic Contributors Level 3: Short-term Contributors Level 4: Reliable Regulars Level 5: Fully Engaged Volunteers Level 6: Committed leaders 22
- 23. CRAFT THE MESSAGE Connect to your mission Connect with the volunteer’s needs 23
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- 26. Craft a powerfulmessage THREE PARTS THE STATEMENT HOW THE BENEFITS OF CLIENT VOLUNTEER TO THE NEED CAN HELP VOLUNTEER 26
- 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!) 27
- 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 28
- 29. Time & ProjectSpecific 29
- 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. 30
- 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 31
- 32. Design a CommunicationsStrategy 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 32
- 33. POLL Which strategies does your organization use and find successful? 33
- 34. WHERE DO YOUFIND THEM? Online Senior Centers Schools YAC -Honor Society -Service Learning Community Service Other Volunteers (spread the message) Faith-based Other ______________ 34
- 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.) 35
- 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 36
- 37. Online Recruiting Resources www.1-800-volunteer.org www.craigslist.org www.facebook.com www.handsonnetwork.org Blogs • www.serve.gov • www.idealist.org • www.youTube.com • www.volunteermatch.org • Widgets 37
- 38. Online Recruiting •Visible/Accessible •Combines recruitment with data collection and reporting 38
- 39. On-line Recruitment HandsOn Connect 39
- 40. STATE-WIDE & NATIONALPORTALS 40
- 41. CRAFTING THE ONLINEMESSAGE 41
- 42. BREAK THROUGH THE CLUTTER 1 search term, 1 rural community; 49,039 results 42
- 43. LET THE TITLEDO THE WORK Use action words Describe the impact Ask a question 43
- 44. KISS (and brief) Keep it brief One opportunity, 100 words Word it simply and make it easy to understand No jargon, no acronyms 44
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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 48
- 49. Make YourOrganization 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 49
- 50. Most Effective RecruitmentTools •Your organization’s reputation •Effective organization •Community Impact •Connection with your mission •Word of mouth 50
- 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” 51 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? 52
- 53. Effective Recruitment MAKING THE MATCH Increased One Final Point Volunteer Retention Good Volunteer Management 53
- 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 54
- 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 55
- 56. QUESTIONS/COMMENTS Any unanswered questions will be responded to by email 56
- 57. CAPITALIZING ON SINGLEDAYS OF SERVICE Thurs, April 29 Register through the Learning Center www.mivolunteer.org 57
- 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. 58
Editor's Notes
- #5 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.
- #7 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.
- #8 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.
- #10 Review the example and worksheet provided.
- #12 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.
- #14 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.
- #16 Targeted recruitment consists of 4 steps. Each is driven by the position description.
- #19 Survey question options: Senior citizens/ baby boomers, students, young professionals, faith based, service organizations
- #20 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.
- #21 To recruit more volunteers, offer opportunities that appeal to a variety of volunteers.
- #23 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.
- #25 Every community have a large number of needs and a variety of organizations working to address these.
- #26 Prospective volunteers have a variety of demands on their time whether it’s family, personal goals such as fitness, travel, or hobbies.
- #27 Brainstorm some examples of each part with your groups.
- #28 Example provided by the Volunteer Center of Greater Kalamazoo. What type of individual might this appeal to?
- #29 Identify—Client Need, Benefit, How to help. Contact information very important. Example provided by the Volunteer Center of Greater Kalamazoo
- #31 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.
- #33 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.
- #34 Choices: online volunteer registration sites, media-newspaper, radio , flyers/brochures, social media, organizational communications—website, newsletter, email
- #37 Next webinar, April
- #40 IntroductHandsOn Connect—discuss the advantages to the organization.
- #42 Agency registration and posting of opportunities is easy.
- #43 www.allforgood.org
- #44 Difficult to find postings that meet all the criteria.
- #47 Asks question. Stresses benefits to volunteer. Kent has several different posting—same position; worded to appeal to different populations
- #49 How do you make it appealing in posting? Call to action—reflect your mission
- #50 Additional points.
- #53 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.
- #54 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.
- #55 Note: electronic version of webinar can be accessed through the learning center along with trainer notes.