After you've answered these questions and done your initial outreach, then you can go on to develop an effective recruitment strategy. The first step in developing a recruitment strategy is to identify the most likely places to find volunteers in the community. Look at each position you need to fill, and decide what benefits to offer that will motivate volunteers from various groups to get involved.
Working with community members and leaders, “segment” your community into target groups. Overusing the same people causes burnout, while many other groups of potential volunteers within the community go untapped.
Look for new, reliable sources of volunteers who will fit the program’s needs. Young people , 50+ adults, families , people with disabilities, and employees are just a few groups you can focus on when planning your recruitment strategy. Many people can't afford the time to give on an ongoing basis; so, look for occasional volunteers who can give time sporadically or on short-term projects. There are many more sources for new volunteers—people who are unemployed, veterans, relatives of former care recipients, etc.
Once you have your core group of engaged residents, you'll find that the best source of new ones comes from the volunteers talking to their friends, relatives, and neighbors about what a great experience serving through your group is. Volunteers are often your best recruiters.
Learn about how to create effective messages to recruit volunteers. |
