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Volunteering Queensland Information Sheet
RECRUIT AND SELECT VOLUNTEERS: 6 STEPS - 1
 
1
 The simple fundamental truths about recruitment are:
•
The most effective method of recruitment is word of mouth fromcurrent volunteers
•
No one volunteers unless they are asked
•
It is far more effective to retain satisfied volunteers than torecruit new ones
•
One volunteer, who leaves after a poor experience, will domore damage than the good done by ten excellent recruitmentcampaigns
There are six stages to the recruitment and selection process:
1. Develop Volunteer Roles2. Write Volunteer Job Descriptions3. Develop Your Message and Advertise4. Interviewing5. Screening6. Selection
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The first step in recruitment is to develop volunteer roles. Consider thefollowing issues:
•
Clarify what the volunteer will be expected to achieve
•
Identify the boundaries of the volunteer role
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Identify and prepare supervisors for the role
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Develop effective communication processes around the role
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Establish a suitable place for the volunteer to work
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Identify and obtain necessary resources to enable the volunteer tofulfil the role
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Ensure relevant work is available for volunteers to do
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Develop suitable support mechanisms for volunteers and the role,and for those who supervise the volunteers
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Identify and implement suitable supervision
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Once volunteer roles have been identified, volunteer position descriptionsneed to be developed (the terms volunteer job description, volunteer roledescription or volunteer position description, are all alternative titles).Volunteer position descriptions are essential in defining the roles ofvolunteers in the organisation. They provide a clear process ofcommunicating to the volunteer what the expectations and responsibilitiesof the role are and set the parameters and boundaries in which thevolunteer is expected to work to maximise their skills, knowledge andabilities.
Why Use this Resource?
Recruit the right volunteer for theright assignment. This resourceprovides strategies for effectivevolunteer recruitment, from thetargeted development of volunteerroles and position descriptions, tohow to advertise for, interview,screen and select volunteerapplicants.
[Links to National StandardsforInvolving Volunteers – No.
 
3.Recruitment, Selection andOrientation]
www.volqld.org.au
 
Volunteering Queensland Information Sheet
RECRUIT AND SELECT VOLUNTEERS - 2
 
As a guide, position descriptions should include the following elements:
•
Title of the role: What is the actual name of the position? (e.g.volunteer lifeguard, interpretive guide, receptionist)
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The need for the role: What is the purpose of the role? Why does this job need to be done?
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Time commitment: How much time and over what periods is thevolunteer required.
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Reporting and supervision: Who will directly support the volunteerand who will the volunteer be accountable to? Who will the volunteerreport to? Who will the volunteer work with?
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Details of duties/activities: what are the specific tasks, functions andkey areas of responsibility of the role?
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Selection criteria: What skills, knowledge, abilities or qualities arerequired or desirable for volunteers undertaking the position? Dothey need specific qualifications, licenses, or suitability notices toundertake the role?
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Benefits of the role: What can the volunteer gain from undertakingthis role?
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Training/ education opportunities: What opportunities are available toincrease the volunteers’ skills, knowledge and abilities throughtraining and professional development?
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Considerations specific to the role: Does the role require thevolunteers to be working on their own? What will the workenvironment be?
Managing the Recruitment Process
Before recruitment starts ensure a process is in place for volunteers to applyand a contacted person is nominated and prepared to deal with initialenquiries.The contact person will need to be able to provide information about:
•
The organisation
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Volunteer roles available
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The process for becoming a volunteer (e.g. application forms,orientation, selection, screening, training, time frames, specific toparticular roles)The contact person will need to collect information about each enquiryincluding:
•
Name
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Contact details
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How they heard about volunteering with this organisation
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Area of interestSomeone will need to be allocated to complete the next step (e.g., sendmore information, receive applications, arrange interview/ orientation times,and commence required screening.)
www.volqld.org.au
 
 
Volunteering Queensland Information Sheet
RECRUIT AND SELECT VOLUNTEERS - 3
 
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Once job descriptions are available the recruitment message can bedeveloped. The recruitment message includes information about theorganisation and details that will encourage people to become involved. Therecruitment message provides an opportunity to address any fears potentialvolunteers may have.
Targeted Recruitment
The recruitment message needs to convey key information to potentialvolunteers:
•
Need – what is the reason the job should be done?
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Solution – How this job can help solve this need?
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Fears/Concerns – Will I be capable of doing it?
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Benefits – What’s in it for me?
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Contact Point – How do I get involved? Who do I contact?
Refer to Volunteer Recruitment Campaigns, Steve McCurley Nationa CASA Association www.casanet.org/program-management/volunteer- manage/vlrccamp.htm  
Broadcasting Recruitment
The recruitment message can be broadcast through a variety of means,including:
•
Volunteering Queensland (for further detailsvisit
http://www.volqld.org.au/programs.html#sub1
)
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Newsletters – your organisation and others
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Newspapers –human interest stories in local community newspaperscan be very effective in targeting potential applicants from the localcommunity and can also often be very cost effective
•
Internet
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Listing volunteer positions
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Community billboards
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Community announcements (radio and television)
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Magazines
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Word-of-mouth
•
Local employment centres
•
Go Volunteer
( www.govolunteer.com.au/default_open.htm 
)
www.volqld.org.au
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