picking up where pt. 2 left off – here is the conclusion of my thoughts on recruiting volunteers…
8) Develop a job description and communicate CLEAR expectations.
You can’t expect a volunteer to “just know” what they need to do. When possible, give a complete list of expectations in writing to avoid confusion. There is nothing worse than giving someone a job to do and not clearly communicating expectations. The volunteer has no way to know if they are doing what is expected or not. This breeds confusion, so communicate expectations ON PAPER so there is no question as to their duties.
9) Partner the new recruit with an effective member of your team.
The best way for someone to learn how to do their job effectively is to watch someone else in action. Find the member of your team that is really knocking it out of the park and connect the new recruit with them for at least three weeks. Allow them to observe not only what they DO, but what they DON’T do. Leave the door open for the new recruit to come back and ask questions when they feel it is necessary.
10) Encourage your entire volunteer team to be “relentless recruiters”.
It is important that YOU are not the only one pumping up the ministry and asking others to be involved. People expect the Children’s Ministry Leader to recruit. The very best recruiters are the ones who actively involved in the ministry on a volunteer basis.
People expect the Children’s Leader to say, “You’ll love it! Come join the team!” But, when one of their peers who is involved in Children’s Ministry speaks to them and is excited about it – that speaks much louder!