This document discusses strategies for recruiting and retaining volunteers. It notes that volunteers join organizations that meet their needs for business, friendship, or belonging. Retaining volunteers requires continuing to meet those needs. The document also discusses different generational attitudes toward volunteering, including seniors who have volunteered for decades, boomers who want flexibility, Gen X who value skills over seniority, and millennials who enjoy multitasking and leadership over management. The strategies proposed for recruitment include getting to know potential volunteers before asking for a commitment, treating it like a first date to learn skills and fit, and being specific about the request rather than a last minute ask.

1. Dubuque Circles Initiative
LeadershipTrack Series

3.  People join an organization because it meets
their needs
 Needs can include:
 Business
 Friendship
 Belonging
 Volunteers will stay because the organization
continues to meet those needs

4.  People also commit because of friendship
 When a friend personally asks, most people
have a hard time saying no
 A friend excited about the organization’s
cause is the best person to recruit
 Investing in relationships can be one of the
strongest stimulators when it comes to
motivating volunteers

5.  For most volunteers, their core motivational
drive – what they believe in – represents the
strongest level of commitment
 This takes place when volunteers commit to
the organization because of their passion –
meaning that they actually believe in your
cause
 Even if the cause will cost them a great deal
of personals sacrifice and pain, these
volunteers remain highly motivated

7. SENIORS –THE GREATEST
GENERATION
 Have been volunteering for
an organization or cause
for years or even decades
 Take great pride in
organization and may
consider it “theirs”
 Do not want anyone
“tampering” with their
projects
BOOMERS
 Will expect choice,
flexibility, accountability,
and meaningful work
 Want to pick up a volunteer
job, enjoy it, feel good
about it, and then leave it
behind
 Want flexibility

8. GEN X
 Are college educated
 Aren’t afraid of changing
careers
 Witnessed limited
economic prospects and
social crises
 Do not view age, seniority,
and rank as measures of
accomplishment or
expertise
MILLENNIALS
 Grew up in communities
where doing service was
part of their public
education
 Are multitaskers
 Don’t want to be managed;
they want to be led

9. EPISODIC
 Short term or one time
opportunities
 Flexible hours and
schedules
 Assurances that their time
will not be wasted by
extraneous requirements
and meetings
LONG-TERM
 Significant time
requirement
 Consistent times of
volunteering (e.q.Tuesday
evenings)

11.  The goal is to get to know each other before
you “pop the question” and ask the person to
join your volunteer team
 You can’t rush to close the deal

12.  Know their drive
 Ask them on a date personally
 Treat them like you would treat a first date
 Give them a chance to dialogue a little and
take a peek at some of the exciting aspects of
your organization
 Goal: Give them a taste, gather information,
get a second date

13.  Learn about the potential volunteer’s skills
and personality
 How do they fit into the jigsaw?

14.  Be specific
 Never “Oh? By the way!” them
 Understand that “no” doesn’t always mean
“never”