recruit, retain, reward presented by: kimberly goff

Recruit, Retain, Reward

Presented by: Kimberly Goff

SCHEDULING AND RECRUITMENT

• Welcome and Introductions• Volunteer Recruitment• Volunteer Retention• Volunteer Recognition• Reflection and Wrap-up

Session Overview

SCHEDULING

AND RECRUITMENT

Volunteer Recruitment


Volunteer Motivation

• Why do people volunteer?– They were asked

• When asked, 71% of people said yes!

– An affiliate organization is participating

– They have a personal connection to the project or the organization’s mission

– They want to develop skills


Motivational Needs

• Affiliation– Needs personal interaction, makes friends,

likes group projects, wants to be a “good person”

• Achievement– Needs specific goals, seeks responsibility,

works to complete tasks, sees problems as challenges

• Power– Needs to influence others, can work alone or

in a group, responds to needs, keeps an eye on goals


Recruitment Basics

• Volunteers give their time only if they are motivated to do so

• Recruitment is the process of showing people they can do something they already want to do


History, Culture, and Cause

• How do we typically use our volunteers?• Can we speak knowledgeably about our

mission?• Can we clearly articulate to volunteers how

their work will contribute to the program’s mission and goals?

• Is our workplace open and friendly to volunteers?

• Would we recommend volunteering in our program to close friends and family? Why or why not?


Determining Volunteer Needs

• Clarify the work to be done• Consider types of volunteers

– Long-term

– Short-term

– Family

– Interns

– Virtual

– Volunteers with disabilities


Volunteer Position Descriptions

• Title

• Purpose

• Location

• Key responsibilities

• Qualifications

• Time commitment

• Training/support provided

• Benefits

• Volunteer supervisor and contact information


Activity: Position Descriptions

• Divide into small groups

• Work with your small group to identify a potential service project

• Determine one volunteer role for this project


Rural Recruitment Challenges

• Poverty

• Smaller pool to recruit from

• Isolation

• Lack of living wage jobs – 2 job workers

• Language barriers

• Low literacy levels

• Homelessness

• Lack of transportation

• Availability of services – inconsistency

• Availability of funds

• Independence vs. Sense of Community

• Informal vs. Formal volunteering

• Systems of Communication

• Lack of information regarding volunteering

• Lack of Leadership

• Lack of anonymity

• Longer timeframes to get things done


Recruitment Strategies

• Examine the positions to be filled:– Who will be qualified and interested?

– Who will be able to meet the time commitment?

– Where will you find these people?

– What motivates them to serve?

– What is the best way to approach them?


Ways to Recruit

• Ask people personally• Post your opportunity on the Web• Strategically post flyers or brochures• Partner with corporation, community

center, or faith-based group and use their volunteers

• Utilize local media to spread the word• Network with community groups and

leaders


Where to Recruit Volunteers

• Faith-based groups• Military bases• Civic Clubs• Sororities/fraternities• Teachers’

associations• Moms’ groups• Independent living

homes

• Disability services groups

• Youth organizations• Public transit stations• Shopping malls• Job counseling

centers• Schools


Recruitment Tips

• Make staff aware of volunteer opportunities

• Integrate volunteer management skills into staff training

• Use surveys to find out volunteer interest• Use colorful descriptions for volunteer

positions that are clear and straightforward

SCHEDULING

AND RECRUITMENT

Volunteer Retention


Before the Project: Motivation

• Be prompt in your response to phone calls/e-mails

• Be thorough in your explanation of the volunteer duties

• Teach volunteers about the issue area, the CSO they will be serving, and the potential impact of the project

• Use their names often • Make sure that all special needs have been

addressed and/or met• Keep the commitments you make


During the Project: Engagement

• Have a volunteer “check-in” at the project

• Welcome volunteers• Use nametags• Encourage interaction with other

volunteers• Orient and train volunteers• Make sure everyone has something to

do


Balancing Personalities

• Understand volunteers’ personalities so you can utilize them effectively

• Remember that opposite personalities can complement each other

• No matter the personality, treat every volunteer with dignity and respect


Project Closure

• Clean up• Review accomplishments of the day• Reflect• Invite volunteers to participate in future

projects and take action related to the issue


After the Project: Reflection

• Provide volunteers the opportunity to – Think about their service

– Share their experiences

– Offer feedback for future projects

– Provide ideas for future action related to the issue

• Reflection should be creative• Encourage all volunteers to contribute

SCHEDULING

AND RECRUITMENT

Volunteer Recognition


Recognizing Volunteers

• Makes volunteers feel valued and appreciated

• Can take many forms• Should be matched to volunteer

– By motivation type (achievement, affiliation, power)

– By volunteer type (long-term, short-term)


Rules for Recognition

• Recognize . . . or else• Give it frequently, honestly, consistently• Use a variety of methods• Recognize the person, not the work• Give it on a timely basis• Give it in an individualized fashion• Give it for what you want more of


Tips and Tools for Recognition

• Include pictures of volunteers in your communication materials

• Send a birthday card or email• Sponsor social events• Recognize anniversaries• Hold an annual recognition event• Give additional responsibilities• Enlist them in training staff and other

volunteers


Closing

For more information about

Hands On Georgia, please contact [email protected] or visit us at www.handsongeorgia.org

recruit, retain, reward presented by: kimberly goff

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