Anyone working in the non-profit sector knows just how vital volunteers are. Volunteers help with everything from fundraising to emergency response. In fact, some non-profits would not exist without volunteers.<\/p>\n\n\n\n
Let\u2019s put the impact of volunteers into perspective:<\/p>\n\n\n\n
It\u2019s clear that volunteers are essential to so many non-profits. However, volunteers don\u2019t receive compensation or employee status under the law. Since they have fewer obligations to the organization, they could leave at any time. This makes proper volunteer management crucial. Volunteer management involves attracting, recruiting, and supervising volunteers, as well as keeping them engaged.<\/p>\n\n\n\n
To help your non-profit organization make the most of your volunteers, we put together a complete step-by-step guide with tips to help you through your journey!<\/p>\n\n\n\n
When your non-profit has a mix of volunteers and paid staff, it\u2019s best to keep their job duties and job titles distinct. As you plan for different roles in your organization, think about these questions: Clearly outline the difference between employee duties and volunteer duties. This can help prevent conflict that may occur if volunteers and paid staff complete the same work but receive different treatment. Pro tip:<\/strong> Employment standards legislation may require someone to meet certain conditions to qualify as a volunteer instead of an employee. Make sure you understand any legal distinctions!<\/span><\/p>\n\n\n\n Now that you have outlined the differences, create job descriptions for both paid roles and volunteer roles. Job descriptions help match the best candidate to the role and communicate expectations. Employees may feel reluctant to bring up a volunteer\u2019s performance issues, since volunteers offer their time for free. By having clear expectations for employees and volunteers, it will keep everyone on the same page. Aim to hire paid employees who will work well with volunteers by including volunteer management duties in their job description. When writing your volunteer job description, keep these best practices in mind: Pro tip:<\/strong> When responsibilities are clearly communicated, people know what to expect and are more likely to stay on. Not a fan of writing job descriptions? There are tools and templates for that! Check out our Job Description Generator<\/a>, which can help you easily create customized and comprehensive job descriptions.<\/span><\/p>\n\n\n\n Recruiting is a great way to connect with potential volunteers, as well as to spread the word about your non-profit. Not sure where to start? Here are a few volunteer recruitment ideas: Pro tip:<\/strong> Make it as easy as possible for people to get involved. Before you start recruiting, check that your website is up to date. Include a simple online form where volunteers can apply for positions or sign up to learn more.<\/span><\/p>\n\n\n\n It may be tempting to accept any and all volunteers, especially if you need extra help. However, finding a good fit for the opportunity or even tailoring an opportunity to a volunteer\u2019s skills and needs will be more beneficial in the long run. Consider following a recruitment process just like you would for a paid position. Ask for a r\u00e9sum\u00e9 and go through a formal selection process to help you evaluate a volunteer\u2019s commitment level early on. Here are some interview questions you could ask during the volunteer selection process: After selecting your volunteers, remember to complete reference and background checks and, where necessary, police records checks and vulnerable sector checks. Pro tip:<\/strong> Interviews are a two-way street. While you assess the fit of a potential volunteer, you also want to sell the role. Volunteers help contribute to your organization\u2019s goals, but what will they get out of volunteering? Whether it\u2019s gaining work experience, developing additional skills, or contributing to a worthy cause, make sure to emphasize the benefits of joining your non-profit.<\/span><\/p>\n\n\n\n Just like employees need a robust onboarding process<\/a>, volunteers also need to be welcomed and trained. Outline all their responsibilities and performance expectations, as well as your organization\u2019s policies and guidelines. Volunteers, like employees, also need training on topics like accessibility, workplace violence and harassment, and occupational health and safety, including workplace hazards. Provide role-related training so that the volunteer feels confident to take on their assigned tasks. Depending on their duties, training could be watching a quick video, reviewing documents, or attending multiple training sessions. Consider assigning all new volunteers a mandatory training shift. Remember to keep an active role throughout the training process! Let volunteers know how to reach a staff member if they have questions during or outside of their shift hours. Check in with your volunteers often to see how things are going and to address any concerns. Pro tip:<\/strong> While we all hope volunteers will be an excellent fit, sometimes they don\u2019t work out the way we expect. It may be a case of unsatisfactory performance, misconduct, or even negligence. Resolve issues promptly or they may decrease morale, lower your quality of service, and even damage your reputation. Keep confidential records of any disciplinary action and of your volunteer\u2019s progress in general. These records will come in handy if you\u2019re asked to be a reference after a volunteer leaves your organization.<\/span><\/p>\n\n\n\n You have a stellar team of volunteers. How do you keep them engaged and eager to continue volunteering with your non-profit? It\u2019s first important to understand a volunteer\u2019s motivations and interests. If they don\u2019t find fulfilment or don\u2019t meet their personal goals, they may leave. Try to tailor each volunteer\u2019s experience towards their goals. For example, is a volunteer there to learn new skills? Find out what skills they are hoping to develop and offer opportunities to flex those skills. Here are three more volunteer engagement strategies to try: Pro tip:<\/strong> Use a survey tool to gather information from your volunteers about what interests them, why they are there, and what they hope to get from their volunteer experience. Volunteer feedback can also help you improve your operations or organizational culture. With our Survey and Forms tool<\/a>, you can get access to ready-to-use templates to help you collect real-time feedback!<\/span><\/p>\n\n\n\n Showing your volunteers that you value their commitment can go a long way and help with retention. There are many ways to recognize your volunteers. First, consider their reasons for volunteering. If they are there to make a difference, let them know the impact they are making. A study by Volunteer Canada found that 80% of volunteers want to be recognized by being told the impact of their work<\/a>, yet less than 60% of organizations do this. It\u2019s important to provide meaningful recognition that\u2019s timely and honest. These are a few other ideas to show appreciation for your volunteers: Pro tip:<\/strong> Have long-time volunteers you want to recognize? Celebrate their milestones and submit applications for regional and national volunteer awards<\/a> on their behalf.<\/span><\/p>\n\n\n\n
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<\/span><\/p>\n\n\n\nStep 2: Create a job description
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<\/span><\/p>\n\n\n\nStep 3: Start recruiting volunteers
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<\/span><\/p>\n\n\n\nStep 4: Select and screen your volunteers carefully
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<\/span><\/p>\n\n\n\nStep 5: Onboard and train your new volunteers
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<\/span><\/p>\n\n\n\nStep 6: Keep your volunteers engaged
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<\/span><\/p>\n\n\n\nStep 7: Recognize your volunteers
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<\/span><\/p>\n\n\n\nReady to make the most of your volunteers?
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