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Recruitment
The Volunteer as Leader
Recruiting volunteers to be the leaders or presidents of their organizations can be a daunting task. Once there, these leaders take on the role with varying levels of effectiveness. Given their brief leadership reigns and the unusual circumstances bringing them to the position in the first place, it’s no wonder their success can be haphazard. Though they may have minimal leadership experience, they are expected to be passionate promoters of their cause, highly visible organizational members, fundraisers extraordinaire, brilliant organizers, and empathetic and encouraging managers. The volunteers who take on leadership of these organizations must be skilled in working not only with volunteers, but also with paid staff and the general community as well. This article highlights the need for recognizing the various populations with whom a non-paid leader will interact and offers some advice on making the most of those relationships.
Family Feud: Relatives, Co-Workers and Friends as Volunteers
We often think of well-functioning volunteer programs as happy little families, systems in which people get along so well that they resemble the idyllic picture of family relationships portrayed in U.S. television shows from the 1950s. And while this is often true, occasionally we run into situations where the family more resembles the Ozzy Osbournes.
The notion of families volunteering together is one that has a lot of intrinsic appeal and a lot of value. In this Points of View, however, we look at things from a slightly different perspective: the potential conflicts that arise when individuals with close outside relationships – spouses, siblings, relatives, close friends, co-workers, fellow church members – are volunteering “inside” the same organization but those “outside” relationships, either positive or negative, begin to affect volunteering behavior.
We examine what happens when volunteer programs actually involve those with family-like relationships in volunteering together, analyze what is likely to happen in these scenarios (and why), and offer some tips for what to do if you encounter problems or to prevent them in the first place.
From Volunteer to New Career
It is often said that volunteering is a great way to test-drive a career. But that premise is only as good as the opportunities we make available to volunteers. And with an increasing number of thirty- and forty-somethings expressing disaffection with their present careers, it is no longer only young people who could use volunteering opportunities to help them change track. Fraser Dyer first outlines the factors that cause career disaffection in workers today and then looks at what agencies will need to think about to attract this potential source of volunteer recruits. What does the not-for-profit sector have to offer career-changers anyway? And is your volunteer program up to the job of becoming a shop window for the next generation of employees?
Getting Their Attention: YouthNet's Innovative Approach to Engaging Young People in Volunteering
This article was compiled with the help of several YouthNet staff members. Special thanks to Tom Green, Fiona Battle, and Lucja Wisniewska.
YouthNet, the first “exclusively online charity,” was started in the UK to be a trusted source of information for all young people, supporting and enabling them to make educated life choices, participate in society and achieve their ambitions. Every month over 350,000 young adults regularly visit and use YouthNet’s TheSite.org, packed with useful, unbiased information and advice that 16-24 year-olds can trust. YouthNet also created and runs do-it.org.uk, the National Volunteering Database, which enables more than 100,000 people a month to find volunteering opportunities UK-wide.
So who could be in a better position to survey young people’s attitudes about volunteering and find out what volunteer recruitment approaches work and don’t with this age group? This article presents the process and findings of YouthNet’s creative, upbeat methodology, as well as the new recruitment campaign that resulted. It also shares more general data from the wider survey of volunteering in the UK.
Generation V: Young People Speak Out on Volunteering
When the 1997 National Survey for Volunteering in the UK was published, it appeared to show that young peoples’ regard and enthusiasm for volunteering was in decline. Responding to this, the Institute for Volunteering Research produced the report ‘What Young People Want from Volunteering’ (a summary can be obtained at http://www.ivr.org.uk/youngresearch.htm), based on qualitative research with groups of young people. This research resulted in a ‘wish-list’ for volunteering: ‘Flexivol’ summarises the essential requirements of 16-24 year olds, and serves as an acronym for the most important elements young people want in a volunteer assignment.
Read about ‘Flexivol’ and the report’s findings in this review.
Reach Out to Youth - Their Way
The Glenbow Museum in Calgary, Alberta, Canada has a dedicated volunteer corps that until recently was comprised mainly of adults who had been serving the Museum for 20 to 30 years. Little thought had been given to succession planning, although the volunteers were clearly aging and not very diverse, yet some of these older volunteers are eager to train and teach others to take over.
The Glenbow made a conscious decision to focus recruitment efforts on youth, especially students from junior high to university. These young people have brought new enthusiasm to the volunteer program and offer hope for maintaining volunteer commitment into the future. This article examines what was learned about the special needs of young volunteers, particularly in how to communicate our recruitment appeals and how to support their efforts.