Fitting the
Volunteer
to the Job.

Recruiting 3

Volunteers

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HOW TO SELECT VOLUNTEERS

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4.
3.

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Ability to work with others.

Readiness to accept training and supervision.

Ability and willingness to carry projects a
to completion.

Aaceptability to the édinmantity:

Judgment is needed in placing volunteers. Here

are some good rules to go by:

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Select each volunteer carefully in terms of the
needs of the job. to be done and the aptitude of

the volunteer, To have too many volunteers for

one job is almost as bad as the wrong person in
the right job.

In choosing program leaders, remember that the

person who can perform skillfully may or may not
have the ability to organize, lead and arouse
interest in others.

Give the volunteer a clear idea of the nature of
the job. Make certain that the task interests
the volunteer.

Allow the volunteer to participate as far as pos-
Sible in the selection of the task, and in plan~
ning its execution so that he or she may gain some
personal satisfaction from its completion.

Have a definite understanding as to the nature and
extent of the service expected and of the respon-
sibility to beassuméd by the individual and by
the Central Recreation Committee. Occasionally
volunteers are asked to sign a form of agreement
covering their duties and responsibilities, but in
most communities verbal agreements can be relied

upon.

Recruiting should’ be tied in to a Volunteer Office if

one exists. Recreatiional agencies should get the

volunteer they know and want to register in the Volun-

teer Office,