Volunteer managers, executive directors, administrators, and volunteers are often asked to speak before groups about a program, service, or organization. These informational speeches are a fertile ground for making an appeal for volunteers. Here are two tips that go a long way in making effective presentations.

Those who work with volunteers tend to think of recognition in terms of pins, plaques, free dinners, or certificates. Recognition is defined by volunteers in a broader context. Surveys of volunteers say that the best recognition is when the organization gave them a tougher job. Encouraging volunteers to step up to the plate and take on a new challenge is seen as a reward. Here's a technique to use responsibility as a recognition tool.

1. Share your job. Take some aspect of your job duties and ask a very capable volunteer to take it over. This can be rotated to avoid volunteer burnout and to enhance the leadership skills of a greater range of volunteers.
2. Give a volunteer a "remodeling" job. Volunteers often take on new challenges or tasks, but what about the things that need "fixing-up?" A team of volunteers can be presented with a problem. (It must be very clearly defined!). The task of the team is to propose a plan to remedy the situation. Set deadlines, check in points, and appoint leaders. Let the group keep you updated at they progress.
3. Be a volunteer supporter. When volunteers are given real responsibility and authority, they still need support. The role of the leader is to position yourself as the aide to the volunteer. How can you help with small things? (sending meeting notices, photocopying of documents, Web research by another volunteer) Does the volunteer or group have the tools needed to do the job? (Web access, phone contact information, a cell phone).

Online recruiting is bringing inquiries from people interested in volunteering, but who might not be a good match with an organization of program. The recruiting process, applications, interviews, screening, is time consuming if the person and the program are wrong for each other. Here are some tips to save the time and expense of a full recruitment process.

• Pre-screen. Train experienced volunteers to conduct a five-minute pre-screening interview with the prospective volunteer. The volunteers need to be carefully trained so they can read between the lines, determine if a different type of position in the organization might be more suitable, or if this is a bad match. The task here is to inform the prospective volunteer sufficiently to help them decide if this is the right placement. It helps if the volunteer knows the community well enough to offer other options. It is always impressive when a store clerk says, "No we don't carry that item, but I will give you the address of a store that does carry it."
• Give them a job. A time saver is to ask the prospective volunteer to do something. They might work in the volunteer office for two hours, or review case studies based on real events in the organization and write how they would have address the issues. One organization asks volunteers to review a manual before signing up. Over half the potential applicants never return the forms. This is a way to save time and the money in recruiting someone whom is not serious about volunteering.

DAILY POINTS OF LIGHT AWARD FORMS AVAILABLE

The Points of Light Foundation has forms available to nominate volunteers and volunteer organizations for the Daily Points of Light Award. It is designed recognize individuals and groups that demonstrate unique and innovative approaches to community volunteering and citizen action, with a strong emphasis on service focused on the goals for children and young people set by the Presidents Summit for American's Future.

The award is given five days a week, excluding holidays. If you would like nomination forms, contact Crystal Hill at 202-729-8000.

1-800-VOLUNTEER

Copyright 2001 by Nancy Macduff.

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