1. VOLUNTEERS
Recruit, Train, and Retain
Jennifer Bowman
Special Events Coordinator
UNC Lineberger Comprehensive Cancer Center
February 13, 2013

2. The Value of Volunteers
• Benefits vs. Risks In 2008, 61.8 million
• Face Value Americans (26% of
the adult population)
• Hidden Value contributed 8 billion
– Volunteers are 78% more likely than hours of volunteer
non-volunteers to donate to a service worth
charitable cause. $162 billion.(2)
– More than 76 million American Baby
Boomers are nearing retirement and
many are seeking active, meaningful
engagement.(1)
– The estimated dollar value for a
volunteer hour in 2008 was $20.25.(2)
1: Rethinking Volunteerism as a Workforce Growth Strategy. The Napa Group whitepaper, January 2009.
2: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.

3. Who Volunteers?
• Women (30%) vs. Men (23%)
• 35 to 44 year olds (32%)
45 to 54 year olds (30%)
– Least likely early-20s (19%)
• Married (32%) vs. Non-married (20%)
• With Children (33%) vs. Without (24%)
• Higher Education (42% of college grads)
SOURCE: Corporation for National and Community Service, September 2011

4. Your Experience
What group or project do you volunteer for?
Why did you volunteer with this group?
Why does it stick out in your mind?
What did you enjoy the most? The least?
What do you think of that group today?

5. PHASE 1:
RECRUIT

6. Why do people volunteer?
MOTIVATIONS
“I want to volunteer because it matches my personal values.”
“I want to volunteer to understand more about the world around me.”
“I want to volunteer for my own personal development.”
“I want to volunteer because I am concerned about my community.”
“I want to volunteer to feel better about myself.”

7. What makes a good volunteer
and where can I find one?
• Qualities
– Understand and support your mission
– Enthusiastic
– Dependable
• Where to find them
– People who have benefitted from your services
– Event attendees
– Donors
– Advertise in paper or online

8. Making the pitch
Why would anyone want to volunteer
for your organization?
• What your organization does
• What makes it unique
• List three tangible and compelling benefits that
someone will personally receive from volunteering for
your specific organization.

9. Job descriptions
Ensures that volunteer and non-profit are on the same page:
• Organization or project name and summary
• Volunteer title
• Skills category: (Examples: Accounting/Finances, Advertising/PR, Creative
Services, Coaching/Mentoring/Training, Customer Care, Human Resources,
IT, Marketing/Sales, Product Development, Operations/Facilities)
• Major goal of the project
• Qualifications (software, etc.)
• Required
• Preferred
• Main Duties
• Project Length (ALWAYS have an end date)
• Hours Per Month Requested

10. PHASE 2:
TRAIN

11. Orientation
What do volunteers need to know to feel comfortable and competent in
carrying out their tasks?
• A brief overview of your organization’s mission and services and how
volunteer support contributes to that mission.
• A brief history of the issues, current statistics, current events related to
your mission and other related activities and organizations in your area.
• An outline of the project and training on the tasks volunteers will be doing
(including a demonstration if necessary) so that everyone knows what to
expect and what is expected of them. Be sure to take time, location,
trainers, and any necessary instructional materials into consideration
when planning a volunteer training.
• Distribution/review of relevant operational and human resources policies
at your organization that apply to both staff and volunteers.
• Help volunteers develop an elevator pitch. A 20-30 second summary of
your organization that they can share with friends, family, donors and
others in the community.

12. PHASE 3:
RETAIN

13. The cost of losing volunteers
Can you afford to lose a volunteer?
Of the 61.2 million people who volunteered in 2006, more than
one-third did not donate any time to a charitable cause the
following year – at $20 per hour, a loss of $38 billion in volunteer
time in one year.*
It’s far easier to retain an engaged volunteer
than to recruit and train a new one.
Source: Volunteering in America Research Highlights. Corporation for National and Community Service, July 2009.

14. Recognition is key
Personal recognition is the most
important tool for retaining
volunteers.

15. SUMMARY