Introduction
A thorough and professional recruitment process increases the likelihood of attracting and selecting the right person. Volunteer turnover will be minimised when there is appropriate matching of prospective volunteers to volunteer roles.
Importance of Professional Recruitment
A professional approach to recruitment will help ensure that the most appropriate volunteers are selected. This approach will include:
- Making sure there is general support for the new volunteer or program.
- Creating a well thought-out and accurate position description.
- Selecting the appropriate places to advertise the role.
- Ensuring that the response to all enquiries or applications is timely, welcoming and professional.
- Interviewing all short-listed applicants.
- Completing all appropriate police and reference checks.
These steps will help to achieve the CSO’s objectives and to ensure that the well-being of the staff (both paid and unpaid) is looked after.
As suggested above, the EVRP’s research has indicated that most successful recruitment strategy in the HACC sector is word-of-mouth. However this method might limit the size and make-up of the group that is made aware of the vacancy. This, in turn, might have an impact on the demographics of volunteer staff. If a CSO wishes to change the mix of its prospective volunteers, it is important that an appropriate and targeted method of advertising is chosen. Sometimes, more than one method may be employed.
A professionally-managed recruitment process will contribute to the image and impression that others have of a CSO. A positive impression should be conveyed by the way the position is described and advertised, the correspondence that takes place and each time personal contact occurs.
The research also indicated that 25% of prospective volunteers were not required to attend a preliminary interview. This is not only a missed opportunity to enthuse the prospective volunteer; it is also a missed opportunity to paint an accurate picture of the CSO for the prospective volunteer and to make a judgement about their suitability. The management of volunteer expectations is a key element in the recruitment and retention process.
In summary, the volunteer recruitment process can be an essential part of the overall activities of a HACC CSO. If managed as suggested, the process provides an opportunity to influence the quality of the performance of a CSO. The consistent use of the strategies outlines in the EVRP HACC Recruitment and Orientation kits should ensure such an outcome.