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Recruiting
VolunteersWhether it be a high paying career oriented position, or a volunteer organization - The calibre of the recruit plays an important part on the success or failure of the Aims, Goals, and Objectives of any organization. Many people apply for but don't necessarily get the "real world" job they would like. Yet when it comes to volunteer organizations the cry is, " You can't turn away a volunteer", no matter how unstable or unsuitable he / she may be?
In reality an organization providing an emergency service will in fact be held accountable due to any negligence of those who are not suitable for a position of which they are so assigned. We as an organization also waste valuable time, money, and resources when such people are permitted to participate. Volunteer organizations have the responsibility, and must adopt a stringent recruiting policy, personnel training program, and new member probationary period, consistent with the Aims, Goals, and Objectives of the organization.
Along with qualified and current, members must be competent. Recruiting and training new members takes a great deal of time, effort and expense, and this is why we must consider the recruiting phase as the best place to start. It is always easier to discourage a potential unstable or unsuitable member than having to deal with the problems he / she may generate over what could be a considerable amount of time.
Recruiting the wrong people can actually result in a lack of confidence in the organization, and contribute to a higher turn-over, as more dedicated and qualified people don't want to be associated with these people and subsequently the organization. For those of you who right about now are about to insist that you can't set membership standards and minimum qualifications, or conduct basic background checks for a volunteer - I can only ask, "Where do people get this stuff"?
There is a mile wide difference between discrimination and recruiting the right people for the right positions. Potential new members must fully understand the commitment that he / she is about to undertake by joining the organization. It is important to seek out only the most honest, dedicated, and stable individuals, and not allow "evil to triumph" within any organization. There are many con artists that talk a good and convincing game, and once there in a position of trust, erode the organization from the inside.
It all comes down to leadership, not wise advisors. Take the bull by the horns and lead each new recruit into the organization with purpose and direction, starting at the bottom. Be honest about all aspects of his / her progress, and expectations. It might mean fewer recruits, but we can do much more with a truly committed and dedicated few - Than we can with a large number of members with an, "I'm just a volunteer", attitude!
Paul D Turner
