The “IT” Factor

June 18, 2012

It seems that I am developing a theme when it comes to blog entries.  People…interviewing, screening, scheduling, serving, helping, PEOPLE.  This week at Maple Grove Hospital we are bringing on more people, more volunteers, to assist in summer only positions.  These volunteers, of course, went through the due process that any volunteer would.  However, this group stands out in my mind as they are the first ever junior volunteer only group that we have processed.  These students are interested in summer positions and will help bridge the gap over the summer months when the student groups that we work with through Osseo school district and Hennepin Technical College are on vacation.

After interviewing 30 volunteer applicants I began to wonder, “What is “IT” about these volunteers that make me want to bring them into our program?”  I think this is a critical question for all volunteer coordinators, managers, directors, etc.  What about an applicant makes you think, “Yes…I need this person in my program!”?

Here is a list of the qualities, among many, that stand out to me during the interview process that leads to my stamp of approval…

Are they are on time, prepared and presentable?

If an individual (junior or adult) can not make it to their interview on time, do not have the necessary paperwork, and are not dressed in business casual attire it leads me to wonder how they will perform as a regularly scheduled volunteer.  Will they be on time for their shift?  Will they know their role and be capable of performing it?  Will they complete necessary paperwork in the future, in a timely manner?  Will they be a positive representation of volunteer services throughout the hospital?  Will they be professional and adhere to dress code standards?

Are they articulate, enthusiastic and easy to talk to?

As I interact with applicants I try to look at my experience with them through the lenses of a guest or patient.  Would I trust them to give me directions in the hospital?  Would I, as a staff person in another department, be proud to have them on my team?  Also, would the volunteer be able to “fend for themselves” as it were?  Would they be comfortable asking questions and speaking up when something is wrong?  They don’t have to be extroverted and loud in order to have these abilities.  But they need to be comfortable and confident in their own skin.

Do they identify with our organizational values, or do they have values of their own?

Our organizational values of respect, accountability, communication, teamwork and pride are crucial to our success as a hospital and emphasized during our orientation and interview process.  When asked what values are important to them, many people are hard pressed to come up with one or two values.  Many have never thought about this question.  Some don’t know what values are.  But when an applicant can not only name values that are important to them, but can name them with conviction, I take that as a sign that they not only “get” our values but will be able to uphold them in their role as a volunteer.

I’d love to hear what qualities help you identify volunteers that have the “IT” factor for your organization.  While there are very tangible questions (Can they stand for a four hour shift?  Are they a people person?  Are they interested in a front of the house or back of the house role?  Do they have a specific schedule in mind?)  to answer, the unspoken questions are just as important.  Are there questions that you ask yourself when determining whether or not an individual is the right fit for your organization?  Please share!

Jennifer Nelson, Volunteer Services Coordinator

Maple Grove Hospital

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Group Projects Matter

June 4, 2012

Hosting volunteer groups for a few hours can mean a lot of coordination for volunteer managers: finding suitable projects, communicating with leaders, providing supervision during the volunteer time, etc. And having a few bad experiences with group volunteers can sometimes make us wonder why we work with groups at all. I would argue, however, that hosting group volunteers is worth the time and energy it takes. Here’s why:

New faces-Hosting a group of volunteers most likely brings in volunteers previously unfamiliar with the mission and programs of your organization. A group means an opportunity to share the value and stories of your organization, and you never know what results this may yield-donors, board members, advocates, etc.  At one recent event Community Thread hosted, we sent volunteers to work at a nonprofit community farm. One of the volunteers we sent owns a well-known restaurant in the area, and through learning about the farm, he decided to start purchasing the produce for the restaurant directly from the farm. What a great connection!

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Recruitment-Even if the group is planning to volunteer only once, you have the opportunity to recruit individual volunteers. Volunteers who enjoy their experience may decide to sign up for an ongoing position at your organization. And youth should not be written off! Youth may talk to parents, friends, and relatives about their experiences, or decide to plan a supply drive for your organization.

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Community Building-Volunteers who work alongside each other can make great connections, thereby creating a stronger community, which benefits us all! We’ve seen volunteers make friends, find jobs, discover new skills and interests, and make business connections. Volunteering in any capacity, whether just once, or weekly, has the power to inspire, and inspired people can do wonders! By offering the opportunity to volunteer, we are contributing to instilling the value of service in the general population.

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Work gets done!-Group volunteers can accomplish a LOT in a short amount of time, and group volunteers are often willing to do some of the more tedious tasks, such as weeding garden beds or stuffing envelopes. Working with others can make any task fun!

A few tips for working with volunteer groups.

  1. Organize projects that meet real needs. Don’t just brainstorm projects to keep a group busy—make sure it is work integral to the needs of your organization. Even if you have volunteers pulling weeds, help them to see how that contributes to your organization’s mission (and allows staff to accomplish more!)
  2. Consider speed volunteering projects-Do you have a mailing project? Could volunteers make greeting cards, tie fleece blankets, assemble toiletry kits, bake cookies, make dog toys, or complete another task off site? Speed volunteering projects are a great way to involve group volunteers without the need for you to be present to supervise. Also, groups participating in speed volunteering projects are often willing to purchase the materials on their own.
  3. Double and triple check group size. A group that arrives with significantly more or less volunteers than their initial number can cause stress for you, whether you’re wondering how to get the rest of the work done, or trying to find more projects to keep the extra volunteers busy. Check in with the group organizer a few days before the event for an updated number.
  4. Plan for quick workers. Many groups have a specific time slot to fill and do not want to finish early. Have several additional projects on standby in case your volunteers accomplish the work more quickly than you anticipated.
  5. Plan for different learning styles. Provide instructions verbally and, if possible, in written form. For those volunteers who tend to “space out” during your intro speech, it’s helpful to have notes on hand. Handouts or a whiteboard task list can work great!
  6. Recruit, recruit, recruit! Take the opportunity you have in front of an audience to sell your current volunteer needs. You might be surprised how effective this strategy can be.
  7. Take advantage of your local volunteer center. Find yours here: http://mavanetwork.org/volunteercenters  Most volunteer centers coordinate large, community-wide service days that member organizations can take part in. For example, Community Thread’s Spring Into Service event on May 5th sent 300 total community volunteers to 17 different nonprofits. We recruited the volunteers, trained the volunteer leaders to provide supervision on site, and communicated with the group leaders regarding project details. Volunteer centers can also help your organization recruit individual and group volunteers throughout the year as well. 

Elena Ballam

Volunteer Center Program Manager

Community Thread