- Job analysis - what tasks need to be solved and what type of person is best suited to solve it? Think diversity, inclusion, competence, personality, age etc.
- Needs - map out how many people you need, based on you getting the people you want
- Describe what you expect from your volunteers and what they can expect from you. Good clarification of expectations at an early stage contributes to fewer misunderstandings.
- Have a simple registration form that satisfies the privacy ordinance. Do not forget to describe what you expect from the volunteers and when they can expect feedback from you. Be realistic and honest.
- Be targeted in your marketing of registration forms - use Facebook Ads to hit the right demographic and / or contact competence centers where people you are looking for are located.
- Have clear routines for how volunteers are to be selected - so that everyone experiences being treated equally, regardless of which group they have applied to join.
- Be personal and curious when you interview - create a good relationship from the first contact, then reduce the chance of dropout.
- Discover the motivation of the applicant - to be able to meet their needs through communication, number of shifts, need for follow-up of the leader, etc.
Remember that most people who are not volunteers today - have never been asked. So the possibilities are many. Good luck!
