Recruiting
The best steps to follow when recruiting Volunteers are:
- Determine Need.
- Prepare a Position Description.
- Ensure that the Volunteer will be treated fairly.
- Ensure that the Volunteer has a designated support during the orientation and probationary period.
- Determine the necessary time frame for program to be commenced.
- Do we have time to train the Volunteer?
- Does the Volunteer have to have all of the skills developed when enlisted?
- Lay out expectations for the progress of the Volunteer.
- Ensure that the orientation period effectively explains expectations and policies and procedures.
- Determine what group of skills you are recruiting for.
- Ensure that the potential Volunteer is not discriminated against on the basis of :
- Ancestry
- Place of Origin
- Colour
- Ethnicity
- Citizenship
- Religion
- Gender
- Sexual Orientation
- Age
- Marital Status
- Family Status
- Handicap
- Race
- Create a standardized screening program* including:
- a standard application form,
- a standard method of scoring resumes/ applications,
- a standard set of interview questions and scoring system for each position to be filled,
- a process of checking references including standard questions and a form to record this information,
- criminal record searches,
- child abuse registry checks(where applicable),
- a period of orientation to assess suitability and actual skill levels,
- a probationary period to determine suitability,
- a performance appraisal system,
- a method of providing support and assistance to accomplish set goals,
- a termination policy for Volunteers including an exit interview.
- only after you have developed a screening program should you actively recruit for the available position.
*Please note that the screening program will be addressed in more detail in the next section.
Suggested web sites:
http://cap.ic.gc.ca/english/8941.shtml
Active Recruiting
How do we get the best return for the money we spend on Recruitment?
It is best to know the preferences of the organization to which we send our posting. This will prevent wasted effort and supplies. Preferences may include:
- Transmission by fax/ e-mail,
- Mailed postings only,
- Allow 1 page bio on submitting organization,
- Require info sheet on submitting organization,
- Require contact names and info from submitting organization,
- Require outcome info as to who is recruited and from which site/ organization,
- Position description only,
- Paid/ Volunteer positions only,
- Must submit 25 copies of the posting for candidates.
Self Promotion Sheet
Where possible a self promotion sheet should be included with the posting as background knowledge of the organization.
- This is one of the easiest ways to ensure that the Volunteer is aware of what you do and why you do it. It is an opportunity to sell the organization and its place within the community and secure support while getting he message out. See sample Self Promo Sheet .
- A Self promotion sheet should include the organization's mission and goal statements as well as info on the programs and services offered and any relevant success stories applied to these programs. These facts may be in the form of statistics on numbers served, positive outcomes, or testimonials as to how the services changed the lives of community members.
- Keep it brief as people tend to stop reading after the first few lines if it is too bulky.
- Remember that the more relevant the programs and services are to the community the more buy in you are likely to receive from those community members.
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