IdentificationIdentification

• Explore the need for volunteers in a Explore the need for volunteers in a program - who, what, where, why, program - who, what, where, why, when?when?

• What will be their responsibilities?What will be their responsibilities?• What are the necessary What are the necessary

qualifications, skills and attitudes?qualifications, skills and attitudes?• How long will the position be How long will the position be

needed?needed?

Identification ToolsIdentification Tools

• Position descriptionPosition description

• Position announcementPosition announcement

• Plan of workPlan of work

• Advisory committeeAdvisory committee

• Program plans/needsProgram plans/needs

Volunteerism & Diverse Communities

Value of Recruiting Volunteers from Diverse Communities

• Youth and their families tend to join groups that engage volunteers that are like them.

• Diverse volunteer base contributes to a richer organization in ideas and practices.

• Participants in an organization deserve the opportunity to work with all cultures and groups in their community.

• A program that is able to be fluid and responsive to the evolving needs of the people in a community will prosper for many years.

Challenges of Recruiting• Limited knowledge of diverse cultural norms and

values.

• Current organization norms and policies are at odds with community needs.

• Existing staff may lack the skills to reach out and work with new audiences.

• Limited knowledge or experience with the organization in the community.

Ways to Connect with Diverse Communities • Participate in the local community to learn about

the people in the community and for them to know you.

• Make personal contacts.

• Partner with existing organizations in the community.

• Be patient and take the time up front to learn about the community from which you want to recruit volunteers.

Building Relationships & Trust in a Community

• Spend time up front learning about the community and its members.

• Become involved with the community.

• Enlist the support of those who are already a part of the fabric of the community.

• Choose the right outreach staff for that community.

• Demonstrate respect and patience in all you do.

Generational Cohorts• What is a generational cohort?

– A group of people programmed at similar time– Common forces that affected millions at once

– Affected by:• Media messages• School systems (unique set of values)• Parenting patterns (unique to the generation shape and

mold children)

Generational Cohorts

Greatest Generation (GG): 1925-1942

• Baby Boomer (BB): 1943 – 1960

• Generation X (X): 1961-1981

• Millennial (M): 1982 – 200?

Source: Strauss, W., & Howe, N., The Fourth Turning: An American Prophecy.

Greatest Generation• Job strength: Stable• Outlook: Practical• Work Ethic: Dedicated• View of Authority: Respectful• Leadership: by Hierarchy• Relationships: Personal Sacrifice• Turnoffs: Vulgarity• Diversity: Ethnically Segregated• Feedback: No news is good news• Work/Life Balance: Need help shiftingSource: Raines - Connecting Generations: The Source book for a new workplace

Greatest Generation• MARKETING: – Messages speak to family, home, patriotism, & traditional

values – Age & experience – viewed as assets not liabilities

• TRAINING:– Take your time – Share expectations, policies, who’s who – Share history

• RECOGNITION:– Personal touch – Traditional awards

Generational Funnies…

Baby Boomers• Job strength: Service Oriented/Team Players• Outlook: Optimistic• Work Ethic: Driven• View of Authority: Love/Hate• Leadership: by Consensus• Relationships: Personal Gratification• Turnoffs: Political Incorrectness• Diversity: Integration Began• Feedback: Once a year with documentation• Work/Life Balance: Work as priority, wanted it “all”

Source: Raines - Connecting Generations: The Source book for a new workplace

Baby Boomers• MARKETING: – Need to know their experience will be valued– Want to “make a difference” – Want warm, humane place to volunteer

• TRAINING:– Want to volunteer for a worthy cause– They want to solve problems & turn things around– Boomers may have an “I know all that” chip on their

shoulder. • RECOGNITION– Personal approach – Show how much they are needed– Like perks & public recognition

Generational Funnies…

GenXers• Job strength: Adaptable & Techno-literate• Outlook: Skeptical• Work Ethic: Balanced• View of Authority: Unimpressed and unintimidated• Leadership: by Competence• Relationships: Reluctant to Commit• Turnoffs: Cliché’/Hype• Diversity: Fully Integrated• Feedback: Interrupts and asks how they are doing• Work/Life Balance: Wants balance NOW! Source: Raines - Connecting Generations: The Source book for a new workplace

GenXers• MARKETING: – Need balance – don’t want this to be “their life”– Need fun, informal and relaxed environment – Like hands-off supervision

• TRAINING:– Time for questions – Give them lists of who to call for what – FAQ’s list – Use deadlines, lists, graphics, bullets– Value continuing education

• RECOGNITION – $$$, Useful items – Could take or leave Public Recognition

Generational Funnies…

Millennial• Job strength: Multi-taskers and techno-savvy• Outlook: hopeful• Work Ethic: determined• View of Authority: polite• Leadership: by Pulling Together• Relationships: Inclusive• Turnoffs: Promiscuity• Diversity: No Majority Race• Feedback: Wants feedback at the push of a button• Work/Life Balance: Needs flexibility to balance activitiesSource: Raines - Connecting Generations: The Source book for a new workplace

Millennial:• MARKETING: – Meet their own personal goals– Create clear picture of volunteer environment – Continuous training & skill development – Civic minded– Mentor programs

• TRAINING: – Clear expectations, but not rigid– Use current technology– Offer new skill development

• RECOGNITION:– Frequent, positive feedback– Creative TY’s (e.g., e-mail, notes, My Space)

Generational Funnies

Marketing Activity• Brochure for GG’s

• Commercial for BB’s

• Billboard for Gen X

• Web Home Page for Millennial

Is Your Program Ready? Tips to Consider

• Are you able to build long term relationships with the community.

• Are you able to collaborate with those necessary to get the job done.

• Is your organization designed to be a partner.