Recruiting Volunteer Leaders

Keys To Success in Recruiting Volunteers

Overcome your challenges– Have a positive attitude. If you enjoy what you do you

will be better at it.

– Have meaningful work for people to do once they’ve joined up.

– Eliciting applications from the most qualified prospective volunteers.

– The world is changing and volunteerism is changing with it. Be willing to adapt and diversify.

– Actively asking people to help.


Understand your role as volunteer recruiter/manager– The goal of a recruiter is to show individuals where they

might best contribute their special talents. You must purposely seek out such candidates and tell them that you want their involvement. You cannot rely on such word of mouth alone to bring in new volunteers w/ diverse skills, of both sexes, or of different ethnic groups.

– Your responsibility as a volunteer manager working at the nat’l level is to make sure that a large number of people learn and get excited about the potential of volunteering. Try to assist your leaders to be ready for the volunteers you will find together and help raise the public awareness of volunteering.


Understanding your role (cont.)– Running a volunteer effort should include:

• How to prepare your organization for volunteer involvement

• How to develop teamwork between volunteers and employees

• Orientation and training for volunteers

• Record keeping and reporting, evaluation and recognition


Follow the 3 Steps of RecruitingI. Know why your organization wants volunteers.

Positive: Volunteers are a resource and a strategy for fulfilling the organizations mission.Negative: Volunteers are necessary because there is not enough money to do the necessary work without them.

Keynote: On an annual basis, evaluate whether volunteers have indeed accomplished something meaningful. Review and revise the goals and objectives for volunteer participation. Then use those to show prospective recruits how their efforts will make a difference in your organizations work.


Follow the 3 Steps of Recruiting (cont.)II. Design valuable volunteer assignments.

• Develop assignments that accomplish real work and that are attractive to prospective volunteers.

• Know your need for help and then do your recruiting to assure you will find it. Don’t be reactive by spreading the word of your need for volunteers and then create volunteer assignments to suit the candidates who come in.


Follow the 3 Steps of Recruiting (cont.) III. Recruitment is the 3rd Step

• Develop and implement your recruitment plan

– Brainstorm potential sources.

– Select the most beneficial technique to communicate your message.

– Do it!

– Be prepared for applicants to contact you and develop a welcoming system.


Be Prepared– Define your volunteer work

• Developing volunteer assignments should be a group effort.• Create job descriptions for each assignment and consider hrs.

of service and scheduling.• When developing assignments make use of age, life

experiences, occupational differences, different languages, new perspectives, and variation.

• Consider the type of person to whom such assignments might appeal.

• Establish tangible and intangible benefits for each assignment. • Put what you expect volunteers to do in writing. • Attach instructions or rules associated with the job description.• Define the ideal profile of a volunteer in each job description.


Introduce your organization– Are your materials welcoming?– Did you mention something about volunteers and how

they are involved?– What kind of fundraising do you do and to whom?– Is the only time people hear from your organization is

when you want something?– How do you sponsor special events and how are they

publicized and who’s involved?Keynote: Don’t assume that everyone knows what your

organization does.


Image is everything– What is your organizations image?

– How long have you been in existence?

– Has this history been one of continuous success and growth?

– What is your reputation within the community?

– What are your major sources of funding?

Keynote: The clearer you become about the image of your organization, the better you will be at targeting the types of people who feel comfortable in affiliating w/ you. Additionally, know what people are thinking before you recruit them.


Understand why people do and don’t volunteer– 3 Common Reasons Why People Volunteer

• Desire to help others• Interested in the good of the public• Natural human need for good health

Keynote: There are multiple reasons why people volunteer. The challenge of the recruiter is to identify each prospective volunteer motivation.

– 2 Top Reasons Why People Don’t Volunteer• They do not feel they were asked.• Most people do not say “no”; they simply never know you wanted

them to say “yes”.

Keynote: Understand that people legitimately cannot volunteer because of several reasons. Be willing to address those real concerns.


Understand Trends and Issues– Changing vocabulary vs. real change– Americans w/ disabilities act– The changing family– Non-sexist roles– Aging of the population– Demographic changes– Transitional volunteering– The economy– Changes in available schedules– Changes in your field of workKeynote: Be as educated a recruiter as possible.


Your key to future success– As you become successful in recruiting volunteers

focus your attention on the most important step of all: Keep volunteers motivated w/ training, ongoing communication, supervision, evaluation, and recognition.

Recruiting Volunteer Leaders

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