SHRM NH Human Resource State Council Volunteering Octoberl
SHRM NH Human Resource State Council Volunteering Octoberl 2014
Agenda I. Welcome II. What do we already know? III. Professional VS “Other” types of volunteering IV. Your recruitment experience V. Mission/Vision/Purpose VI. Selling your opportunities 2
Who am I and why am I standing up here? “Professional” volunteering • Volunteer Center National Network Council • Chair, National Technology Committee • United Way World Wide Volunteer Engagement Council • Chair National Training Committee “Other” volunteering Founding Board, Seacoast Outright Board, Art-Speak Volunteer Pro Portsmouth, Seacoast Family Promise, Strawbery Banke, The Music Hall, AIDS Response Seacoast, and more. • Chair, Volunteer Centers of NE • Board, NH Assoc. of Volunteer Administrators • Exec. Committee, NE Drama Council • Exec. Committee, NH Educational Theatre Guild • Board, NE Theatre Conference • Board, Leadership Seacoast 3
Brainstorm…. 1. Why people do volunteer (in general) 2. Barriers to volunteering. Why people don’t volunteer (in general) 3. Responsibilities/Tasks/activities for your volunteers 4. Benefits of volunteering for your org. 4
Professional volunteering VS “other” 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? 5
Some benefits of becoming a chapter Board member include: • The chance to make an impact and assist in the development of your chapter and the HR profession. • An opportunity to be recognized as a leader in the field of human resources. • Hours spent as a volunteer leader can be counted toward re-certification hours for HRCI. • An 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: • • • Chapter Presidents Chapter President-Elects Chapter Certification Chair/Director Faculty Advisors to Student Chapters The opportunity to attend SHRM’s 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. http: //www. shrm. org/communities/volunteerresources/resourcesforchapters/pages/jobdescrip_intro. aspx 6
Those benefits to you are the RETURN ON INVESTMENT for volunteering with NH SHRM! 7
Remembering a time when you were recruited to be a volunteer/member. �� Recall a time when you were recruited to be a volunteer/member. Jot it down. �� Remember the technique used. How is it that you were recruited? In small groups: �� Reconstruct how they felt about the form of recruitment used. Be Honest! What was your initial response to the “invitation, ” and �� Articulate what you learned about good/bad recruitment techniques through that experience. 8
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. ) There’s nothing to it! (If there is nothing to it, why am I such a good candidate? ) We’re desperate, anyone will do! (Why doesn’t anyone want to do this job or join this group? ) 9
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 his/her hand or signs on the sheet of paper!) You’re a CPA. We could use one of “you”! (We really don’t care what you want to contribute, we just know we are desperate for someone to be treasurer!) We have lots of needs…Just stop by and help out! (This may work in the forming stages of an organization’s life, but soon people want to know exactly what is expected and want to have their time well used. ) 10
I’m tired of doing it…Anyone else want to do it? (Think about it. Do you want your tired and weary out seeking their replacements? ) It’s your turn to be secretary. (No one wants this job so everyone needs to take a turn – whether s/he is qualified or not!) 11
Conclusion? ? ? The recruiter in these methods may not be interested in the volunteer’s 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. 12
Finishing the puzzle. Don’t put a piece in the wrong spot! 13
You’re tired and you want to get the puzzle done! What will happen if you try to push that piece into the wrong spot? ? • • The piece gets its edges frayed. The piece pops out. The pieces around it get their edges frayed. When I try to put the piece in the place it belongs, it is already damaged. • You know something is wrong when you look at the whole puzzle. • The piece that should have been in that place will not fit comfortably now. 14
So if the puzzle is your organization, what happens if you put the wrong volunteer in the wrong spot? ? • The person does not perform well because they do not fit in. • The staff working around them get upset as this person cannot fill the role needed for that slot. • People that might have filled the position have found another spot, in another organization. • 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 – his/her “edges are frayed. ” 15
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. 16
Looking at barriers…. . Can any of these be addressed…… without making false promises? Is there a need for a task force to convene to address these barriers for your organization? 17
Mission/Vision/Purpose Mission: SHRM is a global HR professional organization that exists to: • 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. • 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. • Proactively provide thought leadership, education and research to human resource professionals, media, governments, non-governmental organizations, businesses and academic institutions. • 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. 18
Vision: SHRM will be a globally recognized authority whose voice is heard on the most pressing people management issues of the day – now and in the future. 19
Purpose Statement: A statement that describes how the program (in this case the volunteer program) contributes to the achievement of the organization’s mission. Write a purpose statement for the NH SHRM volunteer program! “The purpose of the NH SHRM volunteer program is……. ” 20
How Might a Purpose Statement Be Used? • To engage/empower current volunteers by helping to write the statement • Recruit more of the right volunteers • Demonstrate value of program to others in the organization and the community • Help volunteer managers prioritize activities and stay focused on the most meaningful goals of the program • Use in cover letters, recruitment, press releases, agency annual report • Other 21
How do you identify who you want to recruit? ? • The same way you hire a great employee! • Begin with a compelling story • Create a very specific and real service description. • Be sure to include the benefits to the volunteer • Use your networks to solicit names. Who/what are your networks? • Make your ask personal – “I’m excited to let you know that you were recommended to us as someone who…. . " 22
Selling the volunteer opportunity THREE PARTS OF A RECRUITMENT MESSAGE I. Statement of Need - from the client point of view II. How the Volunteer can Help III. 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 can’t 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. We’ll provide the training, you set the time and place of the lessons. You and/or a member of your family will be invited to take a free adult ed. course or workshop. 23
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 someone's 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: ? ? ? 24
SUMMARY Ten 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. 25
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. 26
Questions? Comments? Action steps? 27
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