Section 2: Targeted Recruitment
The reasons may differ depending upon the age and situation of the Volunteer and may include some of the following:
- To beef up the resume
- To give something back to the community
- To support a cause that the Volunteer feels strongly about
- To meet people and socialize
- To practice new language skills
- To overcome personal challenges and disabilities
- To use, share or teach specialized skills
- To learn and develop new skills
- Because somebody asked.
Why do people not want to Volunteer?
Some responses to this question may include:
- I do not have time to Volunteer
- I can't commit to a fixed schedule
- The organization is not run effectively
- The organization is unfair in the way it recruits Volunteers/ Staff
- There are no opportunities to do valuable work for the organization
- Not asked so they must not need anyone
- The Volunteers in the organization are not treated as part of the team
- I don't know anything about the cause this organization supports
- I know people that went in there and had a really bad experience .
In order to effectively recruit Volunteers, we must know the reasons people would Volunteer for our organization and appeal to those Volunteers on a personal level. In other words what can we offer the Volunteer? The best way to entice someone to examine our organization is to let them know we have something they want.
We also have to know the reasons people would not want to Volunteer for our organization and try to minimize this list. A few good ways to get a feel for this info are:
- a comment card for client experiences
- a quarterly or bi-annual questionnaire asking staff and Volunteers how they feel about the way things are going.
- keeping statistics on how many staff/ Volunteers are leaving.
- doing exit interviews with staff/ Volunteers to determine why they are leaving and what improvements can be made to the program/ organization.
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