How to Improve Volunteer Recruiting
If you are like most governmental managers, you probably want to bring more volunteers into the fold. In fact, it may have become a cause for concern if you’ve noticed a downward trend. But you don’t have to panic quite yet.
Action idea: By doing some preliminary work, you can increase the chances of more volunteers joining your organization. As with many management aspects, preparation is critical.
Following are some practical suggestions to help get you started.
- Review your organization’s work environment. Each organization has a distinct “personality” that may reflect the manner in which you carry on the governmental’s activities or some of your personal traits. If that’s the case, try to cultivate a positive outlook.
For instance, is your office open, friendly and conducive to creativity? Is it chaotic and free flowing, or is it value-driven and more rigid? Are employees open and friendly, or do they present a cold demeanor? Are employees relaxed about job security, or do they appear to be tense and worried? These factors can have an impact, one way or the other, on whether individuals choose to volunteer. - Match the organization’s culture to potential volunteers. The culture will determine the type of volunteer you should recruit. For instance, a highly structured organization needs to recruit followers, not leaders. Conversely, an office that is more loosely organized might look for self-starters who don’t need much guidance.
Make an honest appraisal of your organization before you start recruiting volunteers. You are more likely to find good matches this way. - Prepare for an influx of volunteers. Encourage management to support volunteer work and show appreciation for the services these individuals can provide. Instruct staff members to be prepared and willing to help with interviewing, orientation and supervision. Create job descriptions to help volunteers meet expectations.
Take the time needed to prepare recruiting materials such as brochures, flyers and a volunteer handbook. Set aside a place for volunteers to work with supplies and equipment. Finally, establish procedures and recordkeeping systems for volunteers. - Resolve potential legal obstacles. Review with your attorneys any legal and liability issues relating to volunteer activities. Install a system for evaluating the performance of volunteers and the outcome of recruiting initiatives. Obtain approval from counsel relating to your recruitment activities.
- Make sure your staff is prepared to respond to volunteer inquiries. They must be able to speak knowingly about the organization and its objectives. Note: Even if you are not specifically recruiting, people who want to do volunteer work may contact you. Pay prompt attention to these call-ins. They should not have to call you back; show interest by reaching out to them.
- Educate your staff on recruiting volunteers. Undoubtedly, your employees have contact with potential volunteers every day. Do they know about the opportunities available? How do they refer interested individuals? Your organization could be missing out on key recruits if your employees are not properly trained.
Action idea: Don’t expect volunteers to magically fall into your lap. Once you have laid the groundwork, your recruiting efforts are likely to become more productive.
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