Recruiting and

1
Recruiting and Managing VolunteersThe Life Bloo
d of every Club Stuart Garland, Volunteering Irel
and Hooked! 2006 Building Sustainabl
e Growth in Club and Sport Hockey
Irish Management Institute, Sandyford
2
Definition of Volunteering

• Volunteering is the commitment of time and
  energy, for the benefit of society, local
  communities, individuals outside the immediate
  family, the environment or other causes.
• Voluntary activities are undertaken of a persons
  own free will, without payment, except for the
  reimbursement of out-of-pocket expenses.
  

3
Quote

• You must have the conviction that volunteers are
  important .. that they are the non salaried
  personnel of the organisation. Volunteers are
  not added spice to your organisational mix.
  Instead, they are one of the main ingredients.
  Articulating the reasons for involving volunteers
  is an executive level responsibilityand it forms
  the foundation on which your organisation will
  build its volunteer participation.
• Susan Ellis 1990

4
Volunteer Management Cycle

• Policies and procedures
• Evaluation
  Recruitment and
  
• Motivation and recognition
  selection process
  
• Support Training and
• and supervision
  induction

5
Recruitment is the third step

• Know why your organisation wants to involve
  volunteers.
  
• Design valuable volunteer assignments.
• Develop and implement your recruitment plan.
• The Volunteer Recruitment Book
• Susan J Ellis

6
Why do people volunteer?

• There are many individual reasons why people
  volunteer, they may include
  
• To explore a career.
• To learn about society or culture.
• To make an impact / difference.
• To help someone.
• To give something back.
• To improve their own skills.
• To do their civic duty.
• For work experience.
• and many more

7
Why do organisations involve volunteers? (1)

• To increase the diversity of the organisation.
• To extend the organisations network.
• To allow input into the running of the
  organisation / make change from within.
  
• To involve the community.

8
Why do organisations involve volunteers? (2)

• They are a cost effective human resource.
• They are pioneers of a developing organisation.
• Allow the organisation to do more and focus
  their work.
  
• To improve the human touch of the organisation.
• Belief in a voluntary ethos.

9
The need for a role description for a volunteer

• Gives potential volunteer the information they
  need to make a choice.
  
• Used as a basis for recruiting the best or most
  qualified volunteer.
  
• Creates fairness when recruiting.
• Sets boundaries for the volunteers activities.

10
Role description continued..

• The volunteer is clear about his/her role in
  the organisation.
  
• Used a basis for ongoing supervision and
  evaluation of volunteers.
  
• Helps the organisation plan for the new
  persons arrival (training, induction, resources,
  etc).
  
• Demonstrates the value you place on that role.

11
Job Descriptions

• Position Title
• Description of Project
• Outline of Volunteers Responsibilities/Tasks
• (Give potential and limits)
• Outcome/Goals
• (How will you and the volunteer know that job is
  being done well)

12
Job Descriptions continued

• Training and Support Plan
• Reporting
• Time Commitment
• Qualifications Needed (if relevant)
• Benefits (tangibles and intangibles)

13
Criteria

• You will need to have established a criteria for
  the sort of person you need
  
• Skills
• Experience
• Availability
• Knowledge
• Attributes and qualities

14
Criteria

• Then you need to sort out that criteria to help
  you plan your recruitment process
  
• Which criteria do they need to meet from the
  outset?
  
• Which criteria will you help them to meet (e.g
  through training)
  
• Which criteria will you focus your recruitment
  campaign on (key skill)
  
• Which criteria will you check at the selection
  stage (e.g qualities such as patience or a team
  player)

15
The need

• What social or other need is the organisation
  trying to tackle?
  

16
The challenge

• Can voluntary work offered help to meet this
  need/solve this problem?

17
The work.

• What does the voluntary work consist of?

18
The fears.

• Address the fears that potential volunteer may
  have.
  
• I wouldnt be able to do that
• Ive never done that before
• How much time will they want from me

19
The benefits.

• Outline the benefits of working with you to the
  potential volunteer.
  
• Making a difference
• Training
• Work experience
• New friends

20
Recruitment techniques

• Personal contact
• Print
• Public speaking
• Promotional events and exhibitions
• The media
• Internet
• Referrals and other sources

21
Evaluate

• Evaluate the success of your recruitment
  campaign so that can learn for the future.
  
• What worked, what didnt work?
• Document how your potential volunteers heard
  about your volunteering opportunity.

22
The parameters of screening

• No screening device comes with a guarantee.
• There are NO absolutes in screening.
• It does not begin with the application process
  and end when the potential volunteer is taken
  on.
  
• The nature and the extent of the screening
  procedure will be defined by the type of work
  that will be performed. The more demanding the
  role and the greater the vulnerability of the
  client, the more intensive and thorough the
  screening needs to be.
• Linda Graff 1999, Beyond Police checks

23
Volunteer Screening and Selection Tools

• Role descriptions and organisational
  information
  
• Application forms and CVs
• Interviews
• Checking skills and qualifications
• References

24
Volunteer Screening and Selection Tools

• Health checks
• Garda Checks
• Trial period
• How to say no

25
Saying No

• Do it as soon as possible.
• Be sensitive Acknowledge and show
  appreciation.
  
• Identify issues / Explain why not.
• Provide alternatives.

26
Its only just began

• The process of screening and selection does not
  end here.
  
• Both the volunteer and the organisation will
  continue to monitor whether the relationship is
  something they want to continue.

27
support mechanisms

• Design meaningful volunteer roles
• Match individuals and organisations needs
• Effective recruitment and selection
• Appropriate induction and ongoing training
• Having a volunteer policy in place
• Addressing legal and financial issues
• Supervision and support
• Real recognition and gratitude

28
Who volunteers? (1997 / 98 Survey) Ruddle H
Mulvihill R, NCI

• Percentage of people who volunteer

29
Who volunteers? (1997 / 98 Survey)

• Percentage volunteering by sex

30
Who volunteers?

• Percentage volunteering by age

31
Who volunteers?

• Percentage volunteering by educational
  attainment
  

32
Facts about volunteering in Ireland

• 94 of people believe that voluntary work
  encourages people to become actively involved in
  society.
  
• The two main rewards people get from
  volunteering are seeing results and feeling
  good.
  
• The total amount of time given to voluntary work
  per year is equivalent to some 18,905 full-time
  workers.

33
The number of volunteers in Ireland

• Based on NESF reports they found that 17 of all
  adults volunteered.
  
• Applying this to the 2002 census figures this
  gives an estimated 475,000 volunteers in the
  Republic of Ireland.

34
The value of volunteering

• The estimated contribution of volunteering to the
  Irish economy in 2002 was, at its lowest 382
  million.
  
• (based on the equivalent of 18,905 full time
  workers).

35
Volunteering Irelands placement service

• In Dublin alone there are currently over 300
  vacancies for in excess of 3,000 volunteers in
  the following categories
  
• TLC Time Limited Commitments
• Adult Education
• Animals
• Arts, culture and media
• Campaigning and awareness raising
• Fund raising
• Health Disability
• Help line
• Management
• Office based work
• Older people
• Other social work
• practical work
• Retail
• Sports recreation
• Virtual volunteering

36
Volunteering Irelands placement service

• Roles
• bring centre assistant
• Youth Leader/activities assistant
• fun games leaders
• Leanbh service
• adult literacy
• window display advisor
• pet therapy volunteer
• acupuncture practitioner homeless hostels
• web site designer
• motor sport marshal
• helpline volunteer
• welcome volunteer ISPCC
• members of board of management
• homework help
• belly dancer

37
further information

• Further information on Volunteering Ireland and
  the training and placement services can be found
  on our web site
  
• www.volunteeringireland.ie
• Volunteering Ireland
• Coleraine House
• Coleraine Street
• Dublin 7
• Telephone [phone]
• Facsimile [phone]
• Email info_at_volunteeringireland.ie

38
Thank you for your attention

• Question answer session
• Volunteering is
• good for the soul
• www.volunteeringireland.ie