Page 7. have them fill out their particular volunteer opportunities in the blank spaces
Page 9 list values and goals revamp old ones too!
Page 10 list places, events and other opportunities to recruit here
Page 12 – PPt brochures, Facebook, Flckr
Page 13 – give examples
Page 28 Facebook
Page 12 will also be covered in youth recruitment page 28 of workbook
Ageism – senility strikes after 75 yrs of age not be confused with AltzeimersOlder people need looking after young people are violent
Page 39 last exercise
Page 18 do a volunteer profile page 19
Page 20 do volunteer job descriptions
Page 19 bottom
Many non-profits include volunteers at team building exercises, board meetings and on committees. P.24
Page 15 and 16
Page 21 page 22. start planning your volunteer manual or updating the one you have
Page 25 communication training and meet-ups
Page 26 list opportunities to bring both groups together here
Page 16, 17
Renewing your volunteer
base and engaging youth
Engaging and Motivating Volunteers
Volunteering is a gift of time, talent, skills and
Understanding why people choose to volunteer is
key to recruiting them
What are your volunteer recruitment challenges?
Reasons people volunteer
• Contribution to the community
• Sharing their skills
• Affected by cause
• Exploring self
• Joining with friends
• Job opportunities
93% of Atlantic Canadians volunteer to make a
82% volunteer to share their skills and experience
63% volunteer because they are personally affected
by a cause
56% volunteer to learn new skills
53% volunteer to network and get to know new
25% volunteer for religious reasons and to access
new job opportunities
Using the top 8 Reasons
• List your volunteer task and opportunities
• Do they match up with the top 8 reasons?
• How can you improve your odds ?
Vision and Mission
• Here is a good place to start!
• Do you have a vision and mission
• Mission is what you do best every day
• Vision is what the future looks like
because you do your mission
• Start close to home
• Volunteers want to contribute in their own
• Have an open house
• Get the word out – use local newspapers and
• Make room for social media
Creating new partnerships
• Build relationships with schools
• Start a referral program
• Use bulletin boards
• No. 1 reason people don’t volunteer?
• No one asked them to.
• A new twist on the business card!
Your organization’s elevator pitch
• Combine mission and vision statement
• Make it interesting and brief
• Print it out a copy for staff, board and other
• Combine it with recruitment business card
• Offer incentives
Engaging Younger Volunteers
• Younger volunteer to gain job experience and
• Younger people also volunteer with friends
• Younger people like to be asked to put their
own skills to work for others.
• Many colleges and universities in N.B. now
have mandatory leadership/volunteer
Recruiting Younger Volunteers
• Twitter, Tumblr
• Partnering with Schools
• Partnering with established Youth groups
• Making your environment Youth Friendly
• Do you Facebook?
• Do you Tweet?
• Is your website up to date?
• Do you text?
• Social media is free but also takes time.
Getting started with Social media
• Facebook is your best option to start
• You must have a personal account to open a
• Does anyone in your office use Facebook?
• Include this in a future job description.
Myths and Facts
• Young people won’t go for it
• Older people are afraid of young people
• Two generations won’t be able to talk
• Respect will be an issue
• Older people are all the same
• Teenagers are trouble
• Older people are all senile
What it can do for you
• Younger volunteers can increase your
• It can bring in the expertise you need to
accomplish projects or other initiatives
• It is additional fundraising capacity
• It creates an enriching work environment
• It is good for the community
5 powerful questions
• Why do you volunteer?
• Why do you want to volunteer with us?
• What do you wish to learn?
• How much time can you give?
• What would you like to do here?
Their vision VS your mission
• Volunteers quit most often because ‘’it wasn’t
what they expected’’.
• Make sure to ask the right questions
• Check in with volunteers
• Have volunteer leaders and/or coordinator
• Have position descriptions
• Be honest about what your organization needs
• Volunteers expect to be respected
• Volunteers expect to be informed
• Volunteers expect flexibility
• Volunteers expect recognition
• What are you doing to ensure these expectations are
• Beyond the warm and fuzzies
• Learning new skills
• Meeting new people
• Participating on projects
• Being part of the decision making process
• Being part of a team
• Networking opportunities
Retaining your Volunteers
•Best practices for managing
the volunteers you have
and keeping them starts
with good human
After recruitment comes retention
• Keeping track of your volunteers
• Interview each one or have someone from
your board or staff do this.
• Screening is required when volunteers work
with children or vulnerable clientele
• References are a good way to get to know
• Be straight forward
Tools to retain
• A system to track volunteer hours
• A quick way to reach volunteers
• A description of volunteer opportunities
• A business recruitment card
• Flexible schedules
• A volunteer coordinator
• Trial period
• A volunteer hand book
Orientation of Volunteers
• Create a volunteer handbook
• Do introduce them to everyone
• Offer a tour of the premises
• Give them a contact person, email or phone
• Include benefits, recognition and rewards
Benefits * Recognition * Rewards
• Yes, people volunteer to give freely of their
time, talents, skills and experience.
• However, everyone enjoys to thanked,
recognized and rewarded for their
• What does your organization do?
Communicating with Volunteers
• A sense of belonging and loyalty comes from
knowing what’s going on and being part of
• How often does your organization
communicate with volunteers
• How do you communicate with volunteers
• Social media, email and texting
• Between volunteers, staff and board members
• People who know each other work better
• Bringing the cause and the people who work
behind the scenes together is a great combo.
Dealing with conflict
• And other problems that will come up
• Follow up immediately after complaint
• Write everything down
• Meet everyone concerned separately
• Ask the same questions
• Apply corrective measures
• Follow-up with everyone and communicate