How Non-Profits and NGOs Recruit High Profile Volunteers

How Non-Profits and NGOs Recruit High Profile Volunteers

Recommendation and action plan

Most non-profit organizations rely on volunteers as a source of their human resource. Getting the right volunteers who fit into the tasks or their activities and retaining the suitable volunteers when they get them always a challenge.

A non-profit organization requires a perfect program for developing and maintaining the volunteers. In this scenario there are always challenges especially with only one member of the workforce being paid this could lead to administration problems.

On the organizations side they keep recruiting new staff since most volunteers do not stay for a long time (Hall and Calcutta. 2005: 2).

There are numerous jobs which volunteers can carry out. A challenge is to guarantee that the work constitutes a significant responsibility for a volunteer and that it is equally important to the organisation. A set of anomalous jobs is less prone to provoke the interest of a prospective volunteer than a branded role in the organisation.

Staffing analysis, job ranking, job matching, benchmarking and planning ahead before recruitment are crucial in this case. Staffing analysis comprises the actions to scrutinize what skill is necessary to attain the premeditated objectives of the organization. Then the kinds of required proficiency are extra examined to distinguish which types may be provided by volunteers.

As a final stage of evaluation you should settle on the number of volunteers and what they will do. They can solicit sponsors; amass donations, head committees and so on. If possible the organisation should line up more employees than required if some plan to drop out (Hall and Calcutta. 2005: 3).

To recruit a high profile volunteer who will be eligible to sit in a board meeting and set policy the organisation should write a good person specification and job description since it is equally important to the volunteer and the organisation. Job description will certify that volunteers will be conscious of the objectives of the position, hours and days requisite for work, duties they will perform, training requirements and their rights.

The job description directs the prospects of the volunteer and the organisation and guards them mutually in the agreed activities and stipulations. Again there should be person specification which includes the knowledge, experience and skills expected, and only those that are desirable.

The more information the organisation have for the volunteers the better organized and motivated they will be for the post (Hall and Calcutta. 2005: 5).

Also: United Nations Volunteers, Non-governmental, ngo.