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Volunteer Retention & Recruitment
- 1. Value Invested, Value Returned RETENTION& RECRUITMENT
- 2. what we thinkwe will be doing…
- 3. what the communitythinks we do…
- 4. what our parentsthink we do….
- 5. what non-Muslims thinkwe do… Just kidding!
- 6. what we thinkwe actually do…
- 7. what we actuallyend up doing…
- 8. What’s the LifeCycle of a “Volunteer”?
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- 11. So What ShouldWe Discuss First?
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- 13. Why is RetentionImportant? Brainstorm: Why do we want to retain team members?
- 14. Summary Cut recruitingcosts/time Cut screening and placement costs/time Cut training costs/time Experienced volunteer force Promotable people People “own” the position and organization Word-of-mouth recruiting
- 15. So Who’s Jobis it? Who works in HR here?
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- 17. Brainstorm 4 Groups: Why don’t peoplestick around? Why do People Stay?
- 18. Let’s Look atthe Numbers Reasons People Leave Percentage Other demands on time 65% Poor management 26% Poor use of time 23% Talents not used 18% Tasks/expectations not clear 16% Not Thanked 9% Abuse and neglect 5%
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- 20. Let’s Look atthe Numbers Reasons People Stay Percentage Good use of time 58% Good reputation 52% Use of talents 50% Clear tasks 41% Enhanced career skills 39% Thanked 31% Became “true believers” 25%
- 21. What are theMajor Factors? How welcome the volunteer feels The connection the volunteer feels to the program/ organisation How useful the volunteer feels How valued the volunteer feels
- 22. What are theBest Practices in Each Area?
- 23. Brainstorm in 4Groups How welcome the volunteer feels The connection the volunteer feels to the program/ organisation How useful the volunteer feels How valued the volunteer feels
- 24. Welcome – PracticalTips How welcome the volunteer feels Recruitment, screening & orientation Starts from moment of first contact Best Practice Practical Tip Understand the potential volunteer Fit for their passion, not a vacancy Respond to enquiries as soon as possible Set a timed expectation Make initial contact friendly and welcoming Template a welcome email Clear expectations right from the start Reinforce the “rules”
- 25. Connection – PracticalTips The connection the volunteer feels During the duration of commitment Best Practice Practical Tip Develop a connection to the role/work Review the job description & Project plan/long term plan Develop a connection to leadership Individual time to know them as a person Develop a connection to the team Social gathering with team Develop a connection to the larger vision “Impact” stories & Islamic principles @ mtg start Check in on the connection Not just initial meeting, have a debrief after few weeks
- 26. Usefulness – PracticalTips How useful the volunteer feels During the duration of commitment Best Practice Practical Tip Setout clear deliverables with agreed upon timeframe Review their tasks with them regularly (not last minute) Have things ready @ beginning Instructions and tools Share the work Don’t give into temptation to do it yourself Distribute the ownership Provide the goal and let them choose the direction
- 27. Valued – PracticalTips How valued the volunteer feels During the duration of commitment Best Practice Practical Tip Volunteers are our colleagues, not our “staff” Call them team members Spend sufficient time training Tell, Show, Do Recognition of work Team Member of the Month nominations Seek out their feedback Involve them in strategy & decisions
- 28. Critical Testing Points Retention Test Orientation Trainingfor role First week on job First big challenge First corrective supervision End of initial commitment – re-recruit? Convert short-term to more short- term or to long-term
- 29. Expansion on Appreciation Sentences that Motivate “You really made a difference by ….” “I’m impressed with….” “You got my attention with ….” “You’re doing top quality work on….” “One of the things I enjoy most about working with you is ….” “You can be proud of yourself for ….” “You made my day because….”
- 30. Let’s Come Backto Recruitment…
- 31. Why Did weDiscuss Retention First?
- 32. Why Recruit Right theFirst Time?
- 33. Let’s Do aReal Life Example
- 34. MuslimFest What is your first step? Howdo you screen people? How do you orient them?
- 35. Retention Factor #1 RecruitmentScreening Orientation
- 36. Recruitment Activity What resources do youneed right now?
- 37. Recruitment Evaluate whysomeone should join your team What is your vision? As an organization, project, team? What is the added value? Know & evaluate your organizational needs Where do you need resources? Where can you have extra resources? What are your intake methods
- 38. Screening Activity What are expectationsyou have of your volunteers?
- 39. Screening Two waystreet Potential Screening the Organization Clear role & expectations from the start Organization Screening the Potential Understand their skills, motivation, passion, circumstances Finding the right fit
- 40. Orientation Activity What doyou wish you were told when you started?
- 41. Orientation Ongoing journey Objectives Imparting knowledge Increasing confidence/enthusiasm Building connections Preventing future problems
- 42. Orientation Key components Program Vision & Benefits Organizational Structure – Where do they fit? General expectations & policies Specifics about the Role Evaluation/Performance review Benefits for the Volunteer
- 43. So Who’s Jobis it?
- 44. Watch out forthe GOLDEN opportunities!
- 45. Golden Opportunities THE THREE Vs VisionValue Vacancies
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- 47. Summary Create a quality volunteer experience. Develop a "truebeliever" in the cause. Provide organizational support. Ensure the volunteer "gets more than they give.”
- 48. Sometimes, your role willbe to spend more time on developing the right people, then doing the right things.