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;
• 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.
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