SHRM NH Human Resource State CouncilVolunteering

Octoberl 2014

Agenda

I Welcome

II What do we already know

III Professional VS ldquoOtherrdquo types of volunteering

IV Your recruitment experience

V MissionVisionPurpose

VI Selling your opportunities

2

Who am I and why am I standing up here

ldquoProfessionalrdquo volunteering

bullVolunteer Center National Network Council

bull Chair National Technology Committee

bullUnited Way World Wide Volunteer Engagement Council

bull Chair National Training Committee

bullChair Volunteer Centers of NE

bullBoard NH Assoc of Volunteer Administrators

bullExec Committee NE Drama Council

bullExec Committee NH Educational Theatre Guild

bullBoard NE Theatre Conference

bullBoard Leadership Seacoast

ldquoOtherrdquo volunteering

Founding Board Seacoast Outright

Board Art-Speak

Volunteer Pro Portsmouth Seacoast Family Promise Strawbery Banke The Music Hall AIDS Response Seacoast and more

3

4

1 Why people do volunteer (in general)

2 Barriers to volunteering Why people donrsquot volunteer (in general)

3 ResponsibilitiesTasksactivities for your volunteers

4 Benefits of volunteering for your org

Brainstormhellip

5

Professional volunteering VS ldquootherrdquo volunteering

What do you volunteer for outside of this org Why What are the benefits to the community and you

What do you do for SHRM Chapter or State level and why What are the benefits to your company and you

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

Agenda

I Welcome

II What do we already know

III Professional VS ldquoOtherrdquo types of volunteering

IV Your recruitment experience

V MissionVisionPurpose

VI Selling your opportunities

2

Who am I and why am I standing up here

ldquoProfessionalrdquo volunteering

bullVolunteer Center National Network Council

bull Chair National Technology Committee

bullUnited Way World Wide Volunteer Engagement Council

bull Chair National Training Committee

bullChair Volunteer Centers of NE

bullBoard NH Assoc of Volunteer Administrators

bullExec Committee NE Drama Council

bullExec Committee NH Educational Theatre Guild

bullBoard NE Theatre Conference

bullBoard Leadership Seacoast

ldquoOtherrdquo volunteering

Founding Board Seacoast Outright

Board Art-Speak

Volunteer Pro Portsmouth Seacoast Family Promise Strawbery Banke The Music Hall AIDS Response Seacoast and more

3

4

1 Why people do volunteer (in general)

2 Barriers to volunteering Why people donrsquot volunteer (in general)

3 ResponsibilitiesTasksactivities for your volunteers

4 Benefits of volunteering for your org

Brainstormhellip

5

Professional volunteering VS ldquootherrdquo volunteering

What do you volunteer for outside of this org Why What are the benefits to the community and you

What do you do for SHRM Chapter or State level and why What are the benefits to your company and you

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

Who am I and why am I standing up here

ldquoProfessionalrdquo volunteering

bullVolunteer Center National Network Council

bull Chair National Technology Committee

bullUnited Way World Wide Volunteer Engagement Council

bull Chair National Training Committee

bullChair Volunteer Centers of NE

bullBoard NH Assoc of Volunteer Administrators

bullExec Committee NE Drama Council

bullExec Committee NH Educational Theatre Guild

bullBoard NE Theatre Conference

bullBoard Leadership Seacoast

ldquoOtherrdquo volunteering

Founding Board Seacoast Outright

Board Art-Speak

Volunteer Pro Portsmouth Seacoast Family Promise Strawbery Banke The Music Hall AIDS Response Seacoast and more

3

4

1 Why people do volunteer (in general)

2 Barriers to volunteering Why people donrsquot volunteer (in general)

3 ResponsibilitiesTasksactivities for your volunteers

4 Benefits of volunteering for your org

Brainstormhellip

5

Professional volunteering VS ldquootherrdquo volunteering

What do you volunteer for outside of this org Why What are the benefits to the community and you

What do you do for SHRM Chapter or State level and why What are the benefits to your company and you

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

4

1 Why people do volunteer (in general)

2 Barriers to volunteering Why people donrsquot volunteer (in general)

3 ResponsibilitiesTasksactivities for your volunteers

4 Benefits of volunteering for your org

Brainstormhellip

5

Professional volunteering VS ldquootherrdquo volunteering

What do you volunteer for outside of this org Why What are the benefits to the community and you

What do you do for SHRM Chapter or State level and why What are the benefits to your company and you

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

5

Professional volunteering VS ldquootherrdquo volunteering

What do you volunteer for outside of this org Why What are the benefits to the community and you

What do you do for SHRM Chapter or State level and why What are the benefits to your company and you

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

6

Some benefits of becoming a chapter Board member include bullThe chance to make an impact and assist in the development of your chapter and the HR profession

bullAn opportunity to be recognized as a leader in the field of human resources

bullHours spent as a volunteer leader can be counted toward re-certification hours for HRCI

bullAn SHRM volunteer leader in one of the following chapter volunteer leadership roles is eligible to take the certification exam under the Certification Exam Benefit for SHRM Volunteer Leaders policy

bull Chapter Presidentsbull Chapter President-Electsbull Chapter Certification ChairDirectorbull Faculty Advisors to Student Chapters

bullThe opportunity to attend SHRMrsquos Annual Leadership Conference in November Conference is FREE for Chapter President OR President-Elect The conference registration fee for other chapter board members is only $200 Accommodations are FREE if you meet the requirements above

httpwwwshrmorgcommunitiesvolunteerresourcesresourcesforchapterspagesjobdescrip_introaspx

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

7

Those benefits to you are the

RETURN ON INVESTMENT

for volunteering withNH SHRM

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

8

Remembering a time when you were recruited to be a volunteermember

1048739 Recall a time when you were recruited to be a volunteermember Jot it down1048739 Remember the technique used How is it that you were recruited

In small groups1048739 Reconstruct how they felt about the form of recruitment used Be Honest What was your initial response to the ldquoinvitationrdquo and 1048739 Articulate what you learned about goodbad recruitment techniques through that experience

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

9

Has anyone been recruited by any of the following techniques and what were resulting feelings or responses

Bait and Switch (What they tell you up-front is not the REAL story on the position or organization)

Therersquos nothing to it (If there is nothing to it why am I such a good candidate)

Wersquore desperate anyone will do (Why doesnrsquot anyone want to do this job or join this group)

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

10

Cast your net and see who swims in (Using sign-up sheets and asking for anyone who wants to do a job will leave you stuck with the one who raises hisher hand or signs on the sheet of paper)

Yoursquore a CPA We could use one of ldquoyourdquo (We really donrsquot care what you want to contribute we just know we are desperate for someone to be treasurer)

We have lots of needshellipJust stop by and help out (This may work in the forming stages of an organizationrsquos life but soon people want to know exactly what is expected and want to have their time well used)

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

11

Irsquom tired of doing ithellipAnyone else want to do it (Think about it Do you want your tired and weary out seeking their replacements)

Itrsquos your turn to be secretary (No one wants this job so everyone needs to take a turn ndash whether she is qualified or not)

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

12

The recruiter in these methods may not be interested in the volunteerrsquos interests abilities needs or self-esteem They are only concerned about filling a position

All recruitment efforts should honor the position to be filled and the person being recruited to hold that position

Conclusion

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

13

Finishing the puzzle

Donrsquot put a piece in the wrong spot

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

14

Yoursquore tired and you want to get the puzzle done

What will happen if you try to push that piece into the wrong spot

bull The piece gets its edges frayed bull The piece pops out bull The pieces around it get their edges frayed bull When I try to put the piece in the place it belongs it is

already damaged bull You know something is wrong when you look at the whole

puzzle bull The piece that should have been in that place will not fit

comfortably now

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

15

So if the puzzle is your organization what happens if you put the wrong volunteer in the wrong spot

bull The person does not perform well because they do not fit in

bull The staff working around them get upset as this person cannot fill the role needed for that slot

bull People that might have filled the position have found another spot in another organization

bull The poorly placed volunteer now has a bad experience with volunteering and may chose not to volunteer again even if eventually offered the right spot ndash hisher ldquoedges are frayedrdquo

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

16

The other great learning with this puzzle is that it may be far better to leave positions unfilled for a while and take the needed time to find the right people to fill them

Otherwise as a volunteer leader or volunteer program administrator you will spend your time in crisis management as people leave their positions others resist engaging new volunteers and the potential of a great partnership between volunteers is never realized

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

17

Looking at barriershellip

Can any of these be addressedhelliphellipwithout making false promises

Is there a need for a task force to convene to address these barriers for your organization

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

18

MissionVisionPurpose

Mission SHRM is a global HR professional organization that exists to bull Build and sustain partnerships with human resource professionals

media governments non-governmental organizations businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities

bull Provide a community for human resource professionals media governments non-governmental organizations businesses and academic institutions to share expertise and create innovative solutions on people management issues

bull Proactively provide thought leadership education and research to human resource professionals media governments non-governmental organizations businesses and academic institutions

bull Serve as an advocate to ensure that policy makers law makers and regulators are aware of key people concerns facing organizations and the human resource profession

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

19

VisionSHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day ndash now and in the future

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

20

Purpose Statement

A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organizationrsquos mission

Write a purpose statement for the NH SHRM volunteer program

ldquoThe purpose of the NH SHRM volunteer program ishelliphelliprdquo

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

21

How Might a Purpose Statement Be Used

bull To engageempower current volunteers by helping to write the statement

bull Recruit more of the right volunteersbull Demonstrate value of program to others in

the organization and the communitybull Help volunteer managers prioritize

activities and stay focused on the most meaningful goals of the program

bull Use in cover letters recruitment press releases agency annual report

bull Other

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

22

How do you identify who you want to recruit

bullThe same way you hire a great employee

bull Begin with a compelling storybull Create a very specific and real service

descriptionbull Be sure to include the benefits to the

volunteerbull Use your networks to solicit names

Whowhat are your networksbull Make your ask personal ndash ldquoIrsquom excited to

let you know that you were recommended to us as someone whohellip

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

23

Selling the volunteer opportunity

THREE PARTS OF A RECRUITMENT MESSAGEI Statement of Need - from the client point of viewII How the Volunteer can HelpIII The Benefit to the Volunteer

OLD We need volunteers to teach adult literacy skills Please call to learn about our next training

NEW 1 out of 5 Americans canrsquot read this message By volunteering to teach an adult to read you can open a world of opportunity for some who might otherwise be limited Wersquoll provide the training you set the time and place of the lessons You andor a member of your family will be invited to take a free adult ed course or workshop

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

24

OLD Visit a resident of our nursing home

NEW Many elderly in our community live lonely stretches without a warm smile or embrace Your family can volunteer to adopt a senior resident The members of your family will experience some rare quality time together while giving someones grandma or grandpa a real lift

OLD Legislative Representative - Serve as a member of chapter leadership Monitor and evaluate on a continuing basis pending legislative regulatory and legal action at the federal state and local level that may have an impact on the management of human resources

NEW

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

26

5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

25

SUMMARYTen Time-Tested Volunteer Recruitment Tips that Still Work Condensed and Reprinted With Permission By Susan J Ellis

1 Be specific

2 Titles matter

3 Describe expected or desired results as well as work activities What will be the impact of the volunteer effort

4 Instead of wide cast-the-net recruitment appeals concentrate on targeted mini-campaigns

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5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

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Questions

Comments

Action steps

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5 Aim high Successful recruiters expect to find the best candidates and so go looking for them

6 Make sure it sounds as if someone would want to do this in their limited free time

7 Be clear that there is an application process

8 Answer possible questions before they are asked

9 Different strokes for different folks Your volunteer opportunities will not appeal to everyone

10 Have more information available online because people WILL go looking

27

Questions

Comments

Action steps

27

Questions

Comments

Action steps