Recruiting Volunteers

Volunteers are the heartbeat of our organisation. They sustain and drive us forward through their time, skills, and passion. Although volunteers give their time freely, they not a free resource. Keeping them motivated and engaged is as important as recruiting them. It’s always better to support and retain committed volunteers than to be constantly starting from scratch. So out number one advice is to recruit strategically and make every volunteer count.

Step 1: Have a Plan

Before advertising, think about why you’re recruiting and how volunteers will support your organisation. Ask yourself:

• Why do we want volunteers and who are we looking for?

• How will we involve them meaningfully?

• How will we support them once they join?

You don’t need a full strategy—just a one-page outline to guide your planning. Consider the type of help you need, the kind of people you want to attract, and what success looks like (numbers, skills, long-term involvement).

Step 2: Define the Role

Volunteering should feel meaningful. Each role should give volunteers a sense of connection to the cause, your team, or the community.

Include in your role description:

• Brief introduction to your organisation.

• Key tasks and responsibilities.

• Time commitment and flexibility.

• Skills required and support/training offered.

• Location, how to apply, and any deadlines.

Highlight the benefits for the volunteer—new skills, a sense of purpose, social connection, or the impact they make. Short-term or one-off roles are a great way for people to try volunteering, which may lead to longer-term involvement.

Step 3: Start with Your Networks

Your best volunteers may already know you. Ask:

• Current volunteers, board members, and service users.

• Partner organisations and local employers.

Remember: many people don’t volunteer simply because they’ve never been asked. Word of mouth from trusted sources is powerful, but also aim to reach new and diverse audiences.

Step 4: Reach Out Into the Community

Shift the narrative from “we need you” to “we have something to offer you.” Volunteers want to feel they are gaining something valuable, not just filling a role.

Consider:

• Who would enjoy this role and why?

• What motivates them—purpose, learning, social connection?

• Where do they spend their time online and in the community?

Top reasons people volunteer include:

• Making a difference in someone else’s life or the community.

• Being personally invited.

• Using or developing a skill to help others.

Step 5: Promote Like a Pro

Treat volunteering like marketing—sell the opportunity, not just the task.

Tips:

• Create engaging adverts with stories, quotes, and images.

• Highlight the benefits: new skills, personal growth, social connection, and impact.

• Use words that resonate: purpose, belonging, fairness, chances, connection.

• Tailor platforms and imagery to your audience (Facebook, Instagram, LinkedIn, local media, noticeboards).

• Consider open days, tasters, or volunteer stories shared by your team.

• Register opportunities on volunteer.gg.

A great advert is inspiring, builds emotional connection, and makes it easy to say yes.

Make your job easier by including volunteer stories in your ongoing publicity, rather than just during time of recruitment. Make volunteers and their contributions visible to the public.

Step 6: Make It Easy to Say Yes

Keep the application process simple, welcoming, and clear:

• Short forms online or on paper.

• Friendly point of contact for questions or informal chats.

• Clear information about checks, like DBS, upfront.

Step 7: Safe & Fair Vetting

Finding the right fit matters for both you and the volunteer.

Consider:

• What’s essential to ask in an application?

• Will an interview or friendly chat work best?

• How many references are needed?

• Is a DBS check required?

If a volunteer isn’t the right fit, be kind. Suggest another role or organisation.