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If you are unsure about how to recruit more adults to help run your Scout Group, don’t worry. After all, someone was successful in recruiting you into Scouting, right? Here are a few tips to motivate people to say “yes”:
- Don’t confuse recruitment with publicity.
Sending out a flier or email l notifying a long list of people about unfilled
volunteer positions is information, but not necessarily an invitation to come
forward to help. Never assume everyone “knows” what help is needed or whether
they are right for the job.
- Be clear on what you want people to
do before you recruit them. These will help you be specific and
avoid the vague approach of “Do you want to volunteer?” A vague
approach can lead to all sorts of incorrect assumptions about what the tasks might
be. Instead try: “Would you be willing to coordinate the xyz?” It is
more appealing to be asked to become an Assistant Leader, Section Assistant, Parent
Helper,” or some other definable role, than an indistinguishable “volunteer.”
- Be honest, tell prospective
volunteers about the time and effort the role entails, even if you think it may
sound like a lot. Don’t minimise the work with comments such as
“This will only take a few hours” or try to sway people into
acceptance with “Why not try it and see what you think?” If you need someone
several hours every week, or for a full year’s commitment, or willing to drive
25 miles to camp, say so. It may take longer to find someone willing to fill
the position, but once you do, you’ll have the right person.
- Define the training (validation), supervision
and support the volunteer will have. Many people are
understandably cautious about being thrown in at the deep end to sink or swim.
If they know they are going to get help while they learn the ropes, they’ll be
more likely to give it a try.
- Identify and express the positives of
being involved. Explain how much the young people will benefit
from their help but talk unapologetically about personal payoffs, too. Be aware
that people have different reasons for getting involved. Some enjoy interacting
with young people, others want to learn a skill for career development—the list
of possible motivations is extensive. You can share how you’ve grown personally
from your own volunteer work with Scouting and don’t forget to point out that
they’ll have fun!
- Explain why you decided to ask this
particular person to help. Wat skills or personality traits
make them a good candidate for the position. After all, you are implying this
person has the talent to do the job, and that’s quite flattering. In the long
run, it is better to live with a vacancy for a while than to appoint someone
who is unqualified or reluctant to make a full commitment to the work. A
second-choice placement can negatively affect all the other people on your
team.
- Never recruit anyone by asking them
to do it as a “favour” to you. Instead, try to communicate
that you don’t want them to miss a marvellous opportunity to participate in an
important project!
- The best way to recruit volunteers is
simply to ask people to help. If you never have the
conversation, how can someone say yes? And if you are turned down, keep in mind
that you have still helped you’re Scouting by reaching out to new people and
lending visibility to your Scout Group!
- Remember to offer ‘flexible
volunteering’. It’s better to have
someone doing a job once a month rather than frighten them away because the
role we need filling is a weekly commitment. Find the right role for the person
rather than fill a role with the first person who comes along.
- Change the culture of your Group by
implementing as many ‘teams’ as you can. This can be in the Sections and on the
Executive Committee. People are more
likely to join a team where they are sharing the workload rather than being the
only person doing a task.
The
County Development team will support you with recruiting volunteers. Please
contact us if you have a specific project in mind. cgdo@hampshirescouts.org.uk