Here are five quick tips.
1 – Target
A common mistake people make when recruiting volunteers is suggesting that anyone is suitable for the vacant role. This approach is often driven by a fear that nobody will come forward. It’s a technique that can work for certain positions, typically those that require no specific skills or experience, just a warm body. For roles where some kind of existing competence is required, however, we should target, target, target.
Ask these questions:
What do you want the volunteer to do? What exactly will it involve? What does the person need to know or be able to do before they start?
Who would be the ideal volunteer for this role? What skills, experience, abilities etc. do they need? For example, if you want someone to code then say that. Get as a specific as possible.
Where are you likely to find them? Given what you need, where might you find those people in your community? Again, be specific and avoid generalisations.
2 – Ask
Once you’ve got your target group identified, go and ask them! Research consistently shows that people who don’t volunteer feel like they haven’t been asked to give time. Ask, ask, ask. Keeping asking. And when you’re done, ask some more.
More than just asking, however, you need to sell your volunteer opportunities like a business would sell its products – focus on the benefits of someone volunteering with you, not the features. When we buy something we don’t just look at what it can do but how it will help us. For example, all kettles boil water but some do it faster than others, some have built in water filters and some work with apps etc..
It’s the same with volunteering – show people how volunteering with you will meet their needs. Don’t just tell them what they will do or how desperate you are for help. Show them how you’ll boil water in a way that is better suited to their needs than the other kettles on the market.
4 – Respond
If you are going to ask for someone’s precious spare time then make sure you are ready to respond and provide great customer service to them when they get in touch.
Don’t imply an urgency to your need and then take weeks to respond. That happened to me earlier this year when I tried to volunteer in my community and it’s not only annoying but gives a poor impression of volunteering generally. Remember, we want people to volunteer, not put them off!
Make use of simple tools like out-of-office email and voicemail messages so people instantly know when they should expect to hear from you – then keep that promise!
5 – Scale of engagement
The days of people signing up to regular, long-term volunteering on day one are in the past. People don’t thrill to that kind of commitment anymore. Would you commit to two days a week for the next five years right now?
We can, however, get people to make the kind of regular commitments we want, but we have to be patient and plan for it.
Offer a scale of engagement, with regular, committed, long-term volunteering at one end and shorter term, bite-sized, easy to access opportunities at the other. Figure out where someone will start on that scale and how they might move along it (in both directions!) as you get to know them. It may take time but some of the volunteers will climb the scale to give you the committed service you desire, even if it involves taking some steps back at times.
Despite what some may think, volunteer recruitment isn’t easy. Volunteers don’t grow trees.
There isn’t a ready supply of them in cold storage waiting to be defrosted and deployed at a moments notice on the whims of your colleagues.
Effective recruitment takes time and effort.
I hope these five tips help.
Originally posted on Rob Jackson’s website.
About Rob Jackson
Rob is co-author of The Complete Volunteer Management Handbook and is an international speaker, trainer and consultant in volunteer leadership and management with over 25 years experience. He founded Rob Jackson Consulting Ltd in 2011 and has since worked with an extensive list of clients around the world. Rob was previously, Director of Innovation and Impact at Volunteering England, Head of Fundraising Strategy and Volunteering Development Manager at RNIB, and Regional Volunteering Development Manager at Barnado’s.
In 1997, Rob founded of UKVPMs, the UK’s first internet networking resource dedicated to British Volunteer Programme Managers, now the largest group of its kind in the world. He remains an active volunteer, both as moderator of the group, and as a member of the editorial team for Engage, an international journal on volunteering issues.