• what they will be doing (develop a simple ‘role’ description for each different volunteering role)
• what type of people you are looking for (develop a short person specification for each role)
• if and how you will select/screen potential volunteers
• how you will support them once they start volunteering with you
• It is essential to think strategically and to be prepared, and if you’re looking for a long-term volunteering commitment, you might need to think about your recruitment process.

It can be helpful to involve a number of people in the recruitment process and it may even be appropriate to set up a recruitment team or subcommittee. You could also involve current volunteers (if you have any) in the recruitment process. There is no reason why the person with overall responsibility for recruiting volunteers cannot be a volunteer, provided she/he/they are well trained.

It’s unlikely that anyone will just decide they want to volunteer with you, without first knowing about your organisation and having a positive impression of it. Its therefore important to promote your organisation positively and professionally. Sharing details of your activities, and indeed how you involve volunteers on your website, social media and in the local press can encourage others who might like to get involved.

It’s easy to get so caught up in your day-to-day activities, that you lose the ability to express what you do, or even why you do it to people who don’t know about your work!

You must learn to take into account the potential volunteer’s perspective if recruitment is going to be a success. Putting yourself forward as a volunteer can be daunting.

Organisations should make it easy for people to volunteer, by being as approachable, undemanding and unbureaucratic as possible, and by not to expecting too much too soon. If you give people the opportunity for a trial period or give them an easy job before progressing on to something more demanding, people are less likely to be scared off. What is it about the work that is likely to appeal to people? Is the work meaningful and will it be enjoyable?

It is also important to remember that people volunteer for different reasons. If you can tap into what motivates different people, you can ‘segment’ the potential pool of volunteers and adapt your recruitment message accordingly.

Always keep your message as clear, simple and upbeat as possible. Whenever you recruit, you should outline the following:

• What social or other need is the organisation trying to tackle?
• What does the voluntary work consist of?
  Allay any fears that the potential volunteer may have (‘I wouldn’t be able to do that’, ‘why would they want me?’, etc)
• Outline the benefits to the potential volunteer of working with you (new friends, training, making a difference, getting work experience, etc)
• How the potential volunteer can find out more; and what are the next steps they should take?

Your Local Volunteer Centre is a great start!

There is no one correct way to recruit. The type of person you are looking for will inform what the appropriate recruitment medium is.

For example, if you need to find a volunteer with specialist skills, such as a professionally qualified counsellor, you will have to target your methods much more than if you are simply looking for lots of ‘bodies’ to assist you in your fundraising event.

Always think of where the type of people you are looking for are likely to be found.

Here’s how it all works!

How I-VOL works

Step 1 Register your organisation at the top of the page

Step 2 Post your Opportunities

What to do when people show an interest
Once you start getting enquiries, It is important that you follow these up quickly and professionally. Consider having an information pack ready, perhaps containing background information on your project, details of the voluntary work and an application form. Try to meet with potential volunteers as soon as possible after they first make contact.

Evaluate the success of your recruitment campaign so that you can learn for the future, what was and what was not successful.

Recruitment is only the beginning; keeping hold of volunteers is crucial. Acknowledging and rewarding your volunteers and making them feel like an important part of your organisation is really important.