Volunteer Recruitment

Recruitment is about getting people to come and join you:

Create a clear path to your door – What is the recruitment process? How do people apply? How and who they contact? What happens next?
Get your message out there – How and where are you going to advertise your opportunity?

Safer recruitment

As we know volunteers enhance the lives of the people and groups they are involved with. However there may be certain activities that somebody might not be allowed to do, for example volunteering with adults and/or children at risk.

Thinking about the nature of the opportunity and organisation along with levels of risk to those being supported by the volunteer role, you should consider:

Creation of clear role descriptions
Having relevant policies and procedures in place and are up-to-date (for example Safeguarding)
Adopting practices that minimise risk and protect others – being clear about expecations and behaviours
Determining which roles are legally required to have a DBS check and stating this at the beginning of recruitment
Carrying out references
Using a fair, consistent and appropriate recruitment process
Providing induction and training
Ensuring ongoing support to volunteers, including regular supervision/one-one’s

Community Works – Safeguarding

Further information

DBS checks for Volunteers - Volunteers Best Practice (123.33 KB PDF)

Writing a recruitment message

Keep your recruitment messages short, clear and appealing. You might want to create this around four marketing principles:

Awareness: What need is your organisation addressing? The purpose of the volunteer role
Interest: How are you addressing the need? What will the volunteer be doing, when and where?
Desire: What makes volunteering with you attractive? Why should they volunteer with you? What support and training are provided? How does it match their motivations to volunteer/how it matters to them?
Action: What should your audience do next? How do they apply/express an interest, who do they contact if they have any questions?

Also include if out-of-pocket expenses will be reimbursed, as people may not apply if they feel they can’t afford to volunteer.

Avoid words like “urgent” “need” and “desperate” – as can put people off. Stay positive and inclusive.

Where can I advertise volunteer opportunities?

To really increase circulation of publicity, open your opportunity to as many people as possible or target audiences – it’s both useful and important to use a combination of recruitment methods both online or within the community for example social media posts, posters, local media, newsletters. For more ideas get in touch.

The more diverse your methods are, the more people you’ll reach.

Don’t forget your local volunteer centre – for Adur, Worthing, Brighton and Hove you can advertise via our dedicated volunteer platform.

Community Works Volunteer Platform

How can people apply?

Think about the different ways people can apply, which might include:

Short application form – this can be in different forms for example written application form, phone call, email, video.
Expression of interest form
Informal discussion before applying
Volunteer recruitment open day/session
Arranging a chat to discuss your application/interest – some organisations use the wording ‘informal’ interview.
Taster session

Ensure that everyone your organisation knows who to direct enquiries to and respond promptly – if possible, within 24 hours to keep the momentum going.

How do we hold ‘interviews’

Invite the potential volunteer to have a relaxed chat with you about their application/interest, some organisations call this ‘informal’ interview. This dedicated time is a great way to:

Get to know more about each other/the volunteer role/the organisation
Understand motivations to volunteer
Share expectations of volunteers
Explore any support needs
Enable the volunteer to ask any questions
See if the role is a match – from the organisation and volunteer’s side
Demonstrate the value you place on volunteering, them and their interest in volunteering with you. Remember it might in person, via phone or online.

To note: ‘Interview’ can sound very formal and related to employment which can be scary to somebody, so you might want to call it ‘discussion’, ‘chat’ ‘application meeting’, ‘application chat’, ‘informal discussion’.

However you describe this step, the environment should be as relaxed as possible – not the same level of your staff interviews and with enough time set aside without interruptions, including time for questions the volunteer may have. Make sure its structured, welcoming and fair for everyone ideally using open questions.

Do volunteers need an induction?

Yes! Inductions are essential for new volunteers or those who have moved roles within an organisation, even if a volunteer is already highly skilled. The problem of volunteers leaving soon after being recruited is often due to poor induction procedures.

An induction is the process of preparing volunteers for a relationship with your organisation/group – letting them know what to expect from day one. It is usually more general and informal but still relevant. It helps the volunteer:

Have an orientation of the organisations history, values, structures as well as any physical things to know if volunteering within a building or in the community
To understand their role and the expectations of volunteering
Feel comfortable
To be able to contribute productively to the organisations work
Have a positive experience

Every volunteer should know from the recruitment process they’ll have an induction and any training.

Following the induction there may be training – which is the process of preparing the volunteers to do activities for your organisation. This is designed to equip volunteers with the specific skills and knowledge needed for the role.

Involving service users

Service users becoming volunteers have the same benefits that apply to anyone volunteering but can be even more meaningful for everyone whilst volunteering within a familiar and supportive environment. They bring valuable experience (often lived), insight and a strong connection to your organisation as well as broadening your understanding and representation of the local community.

Volunteering also gives them the opportunity to give back, grow in confidence and feel part of the community.

Further information

Involving Service Users as Volunteers - Volunteers Best Practice (113.50 KB PDF)