Avoid jargon in recruitment material that only people from your organization would understand. Acronyms, terminology, and abbreviations that appear strange and foreign will only distance your potential volunteers.
Instead of the word ''volunteer,'' emphasize phrases like ''making a difference,'' ''helping out,'' ''community service,'' and ''taking action.'' Focus on the title of the position itself, like ''tutor,'' ''mentor to children,'' or ''English teacher,'' rather than just saying ''Volunteers Wanted.''
Provide a clear job description with specific deadlines and time commitments so that volunteers know exactly what is expected of them and how much of their time will be taken.
Speak with candidates personally and try to match their preferences and interests with positions within your organization that cater to their abilities and experience and appeal to their interests.
Address the obstacles that may deter people from volunteering, such as difficulties with transportation, physical limitations such as lack of energy in senior volunteers, and safety concerns about crime and drugs associated with low-income populations.
Use as many photographs as possible on a website or brochure depicting a diverse group of people and wide range of activities to show as many areas of your program as possible. Make sure your photos show both men and women, an assortment of races and ages, and volunteers in action radiating cheerfulness, friendliness, and energy rather than simply posing for the camera. According to the NonProfit Times, ''what you want is for someone to look at the pictures and think, ‘I could fit in there.'''
Use attractive, eye-catching graphics on brochures and other literature, and make sure fonts are large enough for older adults to read easily. You may wish to translate materials into other languages, though your ideal candidate will probably be bilingual.
In terms of the applicant's reception, make sure your organization's voicemail system offers an easy option for reaching the volunteer office and that other staff members such as receptionists and secretaries are friendly and well-informed and thank the candidate for calling if he or she shows interest in the position.
Online recruiting can be very successful. Update your organization's website often, and make sure the site is attractive and welcoming to viewers and provides a good idea of what your organization is about and has to offer. Have a mission statement about the goals of your organization, and in order to sell the volunteer position, clearly state the benefits and sense of fulfillment volunteers will experience, from making a difference in the community to learning new skills. Make sure your organization is easy to contact once the viewer has become interested; opt for quick online forms rather than downloadable or printable ones.
''It's great to be able to increase the number of prospective volunteers and financial supporters, especially during a slowed economy. Our internal capacity for providing up-to-the-minute volunteer and giving opportunities has grown tremendously, thanks to the website,'' says Mona Gonzalez, executive director of River City Youth Foundation, whose organization for helping low-income youth has seen a vast increase in volunteers.
Use a variety of recruitment methods, such as direct mail sent through other organizations such as community groups and the AARP (American Association of Retired Persons), word of mouth, information booths at community events, press releases in local papers, and posters on bulletin boards in local libraries and schools.
