Keep It Professional

Potential volunteers may be knocking on your door in larger numbers than you expect. Volunteerism is on the rise, not only because the spirit of giving back in the US is strong, but because the economy is weak. Whether they want give back to their community or remove gaps in their resume, how do you handle an increase in volunteers?

If you’re in the position where you have more potential volunteers than you have work for, then you’ll need to screen prospective volunteers carefully to ensure you make a good match. Here are a few tips when considering volunteer candidates.

Treat the Process Like a Job Interview
Because it is! Your organization has work to do; whether it is handled by paid or volunteer workers, it must be done properly and efficiently. So review the prospective volunteer’s credentials and experience. Ask the tough questions, like:

What is your interest in our organization?
What do you hope to accomplish here?
What do you hope to get out of the experience?

Fit the Volunteer With the Right Position
Here’s where the process differs from a job interview. Your volunteers don’t always apply for a specific position—many will offer to do whatever needs to be done.  Don’t take the easy route and have Mary, a laid-off computer programmer, start revamping the donor database. And Jason, the college student, might not be the best choice for repainting the restrooms.  Drill down a bit to find out not only what they would be good at, but what they want to do. Perhaps Mary needs a break, and would much rather drive elderly clients to the Senior Center. Jason might rather be outside cutting grass and edging sidewalks than inside with a paintbrush. Try these questions:

What gives you the greatest satisfaction at work?
What would you like to do here?
What would you like to avoid? 
What do you do for fun?

What NOT to Say
Now we go back to treating it like a job interview! Protect yourself and your organization by complying with employment laws. Avoid being too personal. You may have a genuine rapport with your potential volunteer, but until they have been properly screened, you need to keep it professional. Remember to steer clear of illegal questions, such as race, national origin, sexual identity, age, and marital status. Religious and family questions are also inappropriate. If or where someone goes to church, and how many children they have, can come up in friendly conversation if they initiate it later, but not during the interview.

Volunteer Screening
Failing to properly screen potential volunteers could have negative consequences for your NPO and the population it serves, from damaging the organization’s reputation to legal or criminal issues. Background screening is the best way to ensure you are introducing qualified individuals to your organization, its employees and those you serve.