Managing Volunteers

Before embarking on a recruitment drive to get volunteers it is helpful to know exactly what you require from a volunteer, how big is the job or role you are wanting to fulfil, and whether it can be broken down into smaller tasks, and who is going to manage the volunteer.

Clarity about who is overseeing the whole process of co-ordinating volunteer work will help achieve a successful outcome.

For a one- off volunteer job there is no need for too many formalities but on occasions, and certainly for a longer on-going role there will be things to consider such as whether: you are offering expenses, such as travel or computer printing costs; you are insured for employing volunteers and can meet health and safety obligations as an ‘employer’; you are offering clear job description and management support.

Recruiting Volunteers - Who do you know already?

Your first point of call for new volunteers could be members of your congregation. You may know people with particular areas of expertise or who work locally with good contacts who will be able to help you.

While many people will not respond to a general call for help as they will assume that someone else is better placed to respond, it is surprising how many people will respond positively to being asked to do a specific job, especially if it is time limited and in an area in which they are already confident.

As long as people are given the opportunity to refuse they rarely mind being asked.  This may even apply to local people who are not members of the church.