MEETING 6 PRESENTATION (1) EURADIPONET (ITALY) IVISOC 2013
Upcoming SlideShare
Loading in...5
×
 

Like this? Share it with your network

Share

MEETING 6 PRESENTATION (1) EURADIPONET (ITALY) IVISOC 2013

on

  • 85 views

 

Statistics

Views

Total Views
85
Views on SlideShare
85
Embed Views
0

Actions

Likes
0
Downloads
1
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

MEETING 6 PRESENTATION (1) EURADIPONET (ITALY) IVISOC 2013 Document Transcript

  • 1. Recruitment – by Euradiponet Recruitment framework Preamble The project aims to develop a Framework about the recruitment, the retention and the recognition of volunteers in the field of health and social care. This framework wants to provide methods and techniques that show results superior to those achieved up to now with other means , and that can be used as a benchmark. At the end of the project, we are able to present some good practices thanks to a lot of comparisons among the theoretical researches and the practical strategies adopted by the partner associations involved in the project. Besides we collected and analysed some good practices carried out by 21 active associations in social care and health. How to attract and recruit volunteers We can identify two different main phases in the recruitment process. The first phase.- The organization should spread all the possible information about the association in the community to alert people to what the organization is doing and how they can help. How/where: by word of mouth (if the volunteers enjoy their work, they will tell their friends); on occasion of special events organized by associations; by local press, local radio and TV; by posters fastened in the local volunteer centers and public offices; by the internet (especially for young people); in volunteer association offices; in work places and schools. The second phase.-Find out what motivates people to be a volunteer. Volunteers Selection should be done on a base of good balance between volunteer expectations and their possible roles. is about ensuring a good match between the volunteer and the role description. Types of selection procedure include: Interviews with some members of staff and some volunteers Informal chatting Application form Formal or informal interviews are necessary to estimate and take into consideration the potential volunteer skills, attitudes and motivations, as well as giving him clear information about the organisation, the role and what is expected from volunteers. The more the degree of responsibility a volunteer will have, the more detailed and in-depth the selection process should be. Successful organisations recognise this and go the extra mile to ensure that they match the volunteer to the role, taking account of their needs and interests, not just what the organisation needs. During the recruitment the management should bear in mind what do volunteers want and need: •the opportunities of roles;
  • 2. •a welcoming and efficient recruitment process; •induction; •training that meets the needs of the role & the volunteer; •a well-organised but flexible workplace; •to be valued; • to learn new skills or make use of skills they already have; •to develop confidence or self-worth; •to meet new people and have fun; •insurance cover for volunteers.