Volunteer Recruitment Provincial CHB Conference 2011 presented by Karrie-Ann Wilkie

Framing the Session Understanding the Volunteer Development Cycle Defining Recruitment Before you Recruit Recruitment Strategies Sharing Successes and Challenges Available Resources Potential Next Steps

The Volunteer Development Cycle Impossible to talk about recruitment without understanding where it fits in the Volunteer DEvlopmetn Cycle. Each part of the cycle affect the other. Although assessing needs is traditionally seen as the place to start – there is no real “start” … each afcet affects the other. Recruitment itself has a it’s own cycle of identify, inform, involve, invite, & invest

Defining Recruitment Volunteer Recruitment is the process of matching an organizations needs with a volunteers interests and skills. Identifying practical and successful recruitment strategies for getting the right people for the right positions is critical. (Volunteer Canada) Defining recruitment becomes defining EFFECTIVE recruitment . And as tempting as it can be if your CHB #’s have slipped to define recruitment as every warm body .. It is not a beset practice.

Defining Recruitment Recruitment is NOT something you do when you need new members Recruitment is an on-going process and should be a standing item on your CHB agenda

Before You Recruit Research Volunteer Trends and Demographics In order for your recruitment efforts to succeed you want to ensure that your plan is congruent with the changes that have occurred – or are occurring – in society as a whole in terms of volunteerism. Include some trends – see hard copies

Before You Recruit Once you’ve looked at these trends, you need to ask yourself: “What do these trends mean for my CHB and its volunteers?” “If I am not getting the right volunteer, have trends changed in such a way that I may be recruiting for positions that no longer fit people’s motivation, time or lifestyle?” Give example

Before You Recruit Assess your Needs Is there support from my CHB? Consider a Volunteer Development Cmte. Be Clear about what you want from volunteers. What skills/knowledge/time commitment is req’d. Be Clear about what you have to offer volunteers. Do I have the required recruitment materials in place? Give examples of policies and procedures Examples of recruitment materials

Examples of Recruitment Materials Position Description CHB R&R but also sub cmte roles once in place. Orientation Document Confidentiality Agreement/Policy Media Agreement Conflict of Interest Policy Criminal Records Check Overall Promotional Materials Do any additional resources exist within the organization or immediate community? ie: Volunteer Resource Manager in the District? Volunteer Centre in your community? We tend to think of these as flyers and advertisements …. Conflict of Interest Policy

Recruitment Strategy Volunteer Recruitment Plan - All of your recruitment strategies can be synthesized into one recruitment plan. - A recruitment plan is essential for any volunteer based group or organization. A general “call for help” will not ensure that you are matching skills to needs. - A recruitment plan is a WORKING DOCUMENT – always changing and evolving to your CHB’s needs. - Addressing a formalized plan can be daunting, but even informal recruitment does not have to be “unplanned”. Still considered to be the number one method of recruitmeing the right person for the right positiion

Volunteer Recruitment Plan Who should develop the Plan? Volunteer Development Cmte & Coordinator? Who should implement the Plan? Entire Board? Cmte? Coordinator? Who is responsible for the Plan? Executive ensure it’s standing item on Agenda?

Volunteer Recruitment Plan What should a plan include? Strategies/Actions Detailed Tasks Timeline Person(s) responsible Indicators of Success

Volunteer Recruitment Plan See Handout for Sample Take framework of plan to CHB Mtg. Establish Volunteer Development Cmte Make Volunteer Recruitment/Development a Standing Item on the Agenda

Key Volunteer Resources www.volunteer.ca Volunteer Canada’s website. Volunteer Canada is the leading voice of volunteerism in the country and has numerous reliable resources from discussion papers and demographic studies to tool kits and networks of Volunteer Centres across Canada. www.library.imaginecanada.ca Imagine Canada is one of the largest on line resource centres for people who work in Canada’s charities and nonprofits. www.nsvolunteerforum.ca The Nova Scotia Volunteer Forum is a sit for individuals, organizations, companies, academia, or government agencies with an interest in supporting volunteerism. The Forum connects volunteers throughout the province and provides an opportunity to share information. www.gov.ns.ca/lae/volunteerism Information on the collaborative agreement between the govt of NS and Non profit voluntary sector. Also includes some NS statistics, various resources and potential Volunteer Award opportunities. www.givingandvolunteering.ca The Canada Survey of Giving Volunteering and Participating (CSGVP) provides the most comprehensive overview of the contributions of time and money Canadians make to non profit organizations. www.cic.ca/50plus Engaging 50+ volunteers – a resource guide. www.canadawhocares.ca/pdfs/transcripts Who Cares? Shifting Patterns of Community Participation Posted on Website and Handout Copy Orientation Manual, Trends, Flyer,

Sharing Successes & Challenges What Recruitment Strategies have worked for your CHB?

Sharing Successes & Challenges What challenges have your CHB faced with recruitment?

Potential Next Steps Take this information back to your CHB and share the key highlights at your next meeting Consider forming a Volunteer Development Committee & make their reports a standing item on your agenda Begin developing a Volunteer Recruitment Plan

Thank you

Recruitment Cycle identify invest inform inform inform invite involve