Once you have established the parameters for your organization’s volunteer program, you are ready to undertake the task of volunteer recruitment. Upon beginning to recruit volunteers, you must keep in mind the need for diversity within your program. To adequately reflect the needs of a diverse population, your volunteers should be a diverse group as well. It is important to reflect the community and the client base.

Another aspect of diversity for your consideration is the fact that volunteers have diverse needs that the organization will need to address. Most importantly, the organization will need to recognize the diverse time commitments that varying individuals will be able to make. Thus, volunteer opportunities need to have diverse time components.

Whether your organization is undertaking generic recruitment, a widespread call for all volunteers; or targeted recruitment, a request for individuals with a specific skill such as accounting, there are three techniques most commonly employed.

Individual Contacts- This is most effective on a one-to-one basis through a network of existing volunteers, professionals, or other key people within your community.

Organizational Contacts- This method involves the use of other organizations, such as volunteer centers, schools, service clubs, judicial systems, and online volunteer portals.

Media Contacts- The use of the media to recruit serves two purposes, to recruit volunteers and to create publicity for the organization and its role within the community.

Remember that once a potential volunteer has been recruited the real work begins. The recruitment process for the volunteer program should involve the following:

• An application form
• An interview
• Screening procedures
• Procedures for acceptance and rejection of potential volunteers
• A Volunteer Contract
• An orientation program
• An assignment procedure
• Development of a personnel file that includes all of the above

The next step will be retention of these valuable organizational resources…