4 Tips for Effectively Recruiting a Volunteer Coordinator

A man uses a walkie-talkie to communicate at volunteer event

4 Tips for Effectively Recruiting a Volunteer Coordinator

Whether they help you host fundraising events or provide day-to-day pro-bono professional assistance, volunteers are the backbone of nonprofit organizations like yours. Even though they might not contribute money, their gifts of time and effort demonstrate a unique, hands-on commitment to your mission.

In return for their devotion, volunteers deserve a streamlined, effortless experience working with your nonprofit. That’s why having a dedicated volunteer coordinator is ideal for nonprofits looking to manage and grow their programs.

In this guide, we’ll walk you through how to recruit a volunteer coordinator who can dedicate their time to improving your program. While hiring a new team member might seem daunting or expensive, the tips in this guide can help boost the return on your investment in your volunteer program.

1. Understand how to position the role appealingly

Every job has advantages and drawbacks, so it’s up to your nonprofit to positively package your job posting. Be sure to highlight the following aspects of your volunteer coordinator role:

Pay. If you can’t specify the exact salary or hourly rate, provide a range so applicants know roughly how much to expect.
Paid time off. Combat burnout proactively by offering a competitive paid time off policy.
Professional development opportunities. Demonstrate personal investment in employee growth by allowing them to develop their skills with your nonprofit’s resources.
Job Flexibility. If possible, offer flexibility in hours and workplace setting (i.e. remote, hybrid, or fully in-office) so the volunteer coordinator can work where they feel most comfortable and productive.
Program achievements. Show potential candidates that they’ll be joining a strong, productive program that changes lives and impacts the community.
Workplace giving. Given the socially-minded crowd drawn to nonprofit work, any workplace giving programs you offer may help you attract top talent.
Tools used in the position. Candidates will be more likely to accept the role if your nonprofit uses tools that they’re familiar with or that simplify daily operations.

Ensure your job listing is easy to read and understand. Use direct, simple language and avoid jargon. Also, use a responsive and logical layout so potential candidates can find the information they need quickly.

2. Use the right recruitment marketing channels

The best candidates can only find out about your volunteer coordinator opportunity if you use the right marketing channels to engage them. Here are some key recruitment marketing channels to consider adding to your strategy:

Social Media. Platforms like Instagram and Facebook provide massive reach for your recruitment efforts, especially if you’re looking to hire a Gen Z or Millennial team member. Make your job postings visually appealing by putting the main details on a branded infographic and using hashtags relevant to your nonprofit.
Search Engines. Chances are, candidates will search for opportunities on Google early on in their job search. If your job postings rank higher on the search engine results page, you’ll get more visibility and attract more attention. You don’t even have to buy search ads to rank highly—you can use Google Ad Grants to get ad space for free.
Volunteer Events. Community events or conferences featuring other nonprofits provide an ideal opportunity to build connections with potential volunteer coordinators. You can either actively publicize your job opening or simply note which attendees might be a good fit based on your conversations. Either way, you’ll get valuable information for your outreach list.

As you start collecting leads from your marketing channels, Jobvite suggests storing all relevant information in an applicant tracking system (ATS). This software allows you to visualize where candidates are throughout the hiring process and can integrate with your other recruiting tools to ensure seamless data transfer between systems.

3. Integrate volunteers into the hiring process

Your volunteer coordinator will work closely with volunteers, so they should have a role in the recruiting process to determine the best fit. Plus, the strategy of adding friendly faces into the hiring process can make the candidate feel welcomed and satisfied. Assuming you have a process with two interviews (an initial and final round), here are some natural ways you can include your volunteers:

Before the first interview, provide the applicant’s contact information to a volunteer so the candidate can ask questions if needed.
After the initial interview, schedule a meeting between them and a loyal, high-ranking volunteer.
After that meeting, collect thoughts from volunteers to help decide if the applicant should make it to the final round.
After the chosen volunteer coordinator has accepted the position, assign a point volunteer to answer questions and show them the ropes.

Ensure that the volunteers you integrate into the hiring process understand exactly what’s expected of them. Also, remember to get their permission to share their personal information with candidates.

4. Create mission-centric interview questions

Telling your nonprofit's story will be one of the volunteer coordinator’s main responsibilities when recruiting volunteers and reporting on impact. A candidate with a genuine connection with your nonprofit’s values and mission is more likely to build sincere and strong connections with potential supporters and volunteers. Gauge how your volunteer coordinator responds to your mission by asking the following questions during the interview process:

What’s your experience with our cause?
Can you explain our mission and what we do in your own words?
How will you embody our mission as our volunteer coordinator?
Can you describe a project or initiative you’ve led that aligns with our work?
What strategies would you use to inspire volunteers to start or continue working with our nonprofit?
Do you have any connections that can bolster our volunteer efforts, like to value-aligned companies with volunteering programs?

If you want another opinion on the candidate’s responses, ask a board member or a loyal volunteer to weigh in. They can provide a unique perspective and might be able to highlight characteristics that you overlooked.

With a volunteer coordinator, achieving your volunteer program’s goals and retaining dedicated supporters will be easier than ever. Remember to be professional throughout the sourcing and hiring processes, respecting your candidates’ time and communicating clearly. Plus, you can take these processes to the next level with integrated hiring technology like an ATS, so consider looking into top solutions on the market before you get started with hiring.