Volunteer Recruitment Tool Box - Boys' Brigadeleaders.boys-brigade.org.uk/recruitment/recruitment...what you have to offer potential volunteers.€ Be upbeat and informative. Use the

welcomeDo you feel rushed off your feet?

Are you barely treading water?Do you want your Company to engage more children & young people?

If your answer to any of these is , then it will come as no surprisethat you need more volunteers.Boys’ Brigade changes lives! We all know that being part of Boys’ Brigade is lots of fun, butit also impacts children, young people and leaders in a way that lasts and shapes lives.

There are so many children & young people out there desperate for activities to join inwith in their communities who at the moment don’t come to BB. There are also talentedpeople who would like to offer their skills if only they knew how.

We have a vision to Engage a Generation, and the only way we can do that is if we canfind more people like you who are willing to support this work. Remember you are part ofa movement that has been bringing hope to children & young people in communities allaround the world for over 125 years. Share you passion with others, change lives!

Can you imagine what one new volunteer could mean to your group?We hope that you can use this tool box as part of a recruitment campaign for yourCompany, or as part of the ongoing process in your Battalion & District. Getting the rightpeople and enough of them is our greatest challenge. This tool box aims to help, byhighlighting some recruitment techniques that have worked well for other Companies.

Take this chance to refresh and reinvigorate your Company. And remember, most peoplewho don't currently volunteer say that they would if they were asked!

A range of leaflets and posters have been produced to help you with your volunteerrecruitment, and there are additional resources and ideas online at:www.boys-brigade.org.uk/recruitment/

Key tip! Although it is tempting to jump straight into a recruitmentcampaign, you should first ensure that you are well prepared. It is nogood recruiting volunteers if you do not know what they will do, how youwill support them, or what procedures you will have for selection.

1to the volunteer recruitment tool box

Produced by The Boys’ Brigade © 2009

self assessmentUse these questions to help you decide what you need to consider next . . .

1. How do you feel about the future of your Company?

a.) It’s a blank slate b.) We want to carry on c.) Could be doing doing what we’ve lots more been doing

2. Which statement best describes your Company’s programme?

a) We’re about to b) We’ve got a c) Stale, and in need start using the routine established of change BB resource packs

Ü Are you using the latest programme packs? Look in the Gazette for more ideas to com-plement your programme.

3. What type of volunteer roles would you like to recruit?

a) Core leadership b) Support roles c) Anyone

4. How would you describe the morale of your current volunteers?

a) Great b) Good, but over - c) Desperate & stretched despondent

5. Which word best describes what you envisage new volunteers doing?

a) Initiating b) Supplementing c) Transforming

6. How would you best describe the work you need to do on recruitingchildren & young people?

a) We need a completely b) We don’t need to c) We need to start new group do anything proactively recruiting

Ü Whatever the size of your company you will want to give more children the opportunityto experience what BB has to offer. Have a look at the Under 11’s Recruitment Tool Box.

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Continue over the page > > >

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Route A:

Start UpYou’re at a stage that feels likea new start or you might evenbe a completely new group.

The future has so muchpotential and the key to

success is to ensure that you’vegot a really solid core

leadership team. Have a lookat some of the resources we’ve

produced and see how youcan use them. Your first step

should be to look at the Churchsection and see how you canrecruit people who will invest

heavily in the group.

Route B:

Growth & SustainabilityYou’ve got a great product that

is really working well for you.You’re not looking for things tochange much, but you needpeople to support and sustain

what is already happening. Yourfirst port of call in this

resource should be Family andthe Grow Your Own section.

These people share the DNA ofyour group. They know

something of how it works andthe difference your group makes.

They are completely sold onwhat you do!

Route C:

RenewalThat’s a really honest reflection of

your Company, but you’vemade the biggest step by

highlighting the need to dothings differently. You are nowopen to new people and newideas. You are obviously really

committed to what you do, buthave you ever thought how

students could give your group ashort term boost? Take a look atthe Student section first. They’llgive your group lots of energy

and enthusiasm.

Current numbers of children & young people:Anchors Juniors Company Seniors

Current numbers of volunteers:Anchors Juniors Company Seniors Support roles

Number of additional volunteers desired:Anchors Juniors Company Seniors Support roles

Targets (what you plan to achieve and how):

1.

2.

3.

Action Timeline:

Within 1 Month 6 Months 1 Year

Your current needs and targets for the future . . .

Count up which letter you answered most often,and see which route we recommend for you:

three stepsVolunteer Recruitment is about far more than just leaflets or posters. Follow these three steps toimprove your chances of getting the best results:

1. What’s your need? Write volunteer outlines with well-defined duties. Decide what you wantto achieve, and then see what you need to make it a reality.

2. What’s their motivation? Consider all the things that would motivate a potential volunteer.Think about why you work with children & young people.

3. What’s your message? Sell all that your Company does and show how a volunteer willmake a real difference.

what’s your need?Why do you want volunteers? Begin by deciding what the priority needs are for your Company.Involve as many people as possible in these discussions. Do you just need leaders who will commiton a regular basis or are there tasks that could be taken from other leaders to relieve pressure onthem? Be flexible – ideally you might want fully fledged, trained leaders, but if these aren’tavailable there might be other roles easier to fill. We’ve heard so many stories where someonestarted their involvement in BB with just a couple of hours volunteering, and soon twenty years haspassed by. Use the “Task List” template (available online) to consider the tasks that you needdoing.

Now move on to devising roles (creating simple job descriptions) using the “Volunteer RoleOutlines” template (available online) and list the qualities that would be held by the person mostsuited to carry out those tasks. The personal qualities may include certain skills or attitudesincluding a Christian commitment. The advantage of this sort of preparation is that it is far easierto recruit new volunteers when there is a clearly defined role with a specified time commitment.

Volunteer roles fall into one of three broad categories:

Core Leadership: These roles are undertaken by people with a passion for the aims of theorganisation. They should be committed to undergoing training and provide regular help over asustained period of time in order to build strong relationships with the children & young people.

Helper: These roles are undertaken by people who can’t make a regular or long termcommitment. These roles are nonetheless vital, especially in sharing the face-to-face workload.

Supporter: There are plenty of important jobs that don’t involve any contact with children oryoung people and can even be done from their own home! They might be retired from face-to-face work or just not enjoy it, however they might really admire and appreciate the work that yourCompany does.

See the “Job Roles” template (available online) for some ideas for job roles and their leadership category.

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Key Tip! Every volunteer will benefit the group and contribute in different ways. Whether theyare a student at university, someone at work, or retired, you will need to think about how youcan reach these people and what they can offer in return.

Key tip! A helper cannot be given responsibility for children or young people unless they haveundertaken child protection training.

what’s their motivation?Why would someone come and volunteer with your group? Consider the possiblemotivations that people might have for becoming volunteers. This can help you to designvolunteering opportunities and influence your recruitment message. On the whole people don'tvolunteer simply for the sake of it. They usually have a clear idea of what they'd like to be involvedin or want to be “sold” a reason to volunteer.

Possible motivations for volunteering might include:

· a commitment to the organisation

· sharing their faith

· a desire to make a difference in the lives of children & young people, their families andtheir community.

· a personal invitation from a friend or colleague.

· meeting people – being in The Boys' Brigade can be a very sociable activity!

· gaining skills for their CV

· utilising existing skills

· keeping active

· it’s fun!

All are perfectly valid reasons fortaking on different roles.

what’s your message?Would you buy a car whose advertisement read, "Please buy one of our cars because we havelots that we still need to sell"? Probably not!  You'd be more attracted to the one that describedhow economic, safe, stylish or fast their car is, not to mention how great the after service is!

Your volunteer recruitment campaign is the same. Don’t sound desperate, instead determinewhat you have to offer potential volunteers.  Be upbeat and informative. Use the word "want"instead of "need." Sell the benefits of volunteering with your Company, and create a clearmessage tailored to the work you want volunteers to do.

Volunteers are in high demand. There are so many opportunities out there and a limited number ofpeople who are willing to take up such positions. Whenever possible a personal approach is morelikely to succeed than a general appeal. Communicate to potential volunteers that you recognisethe skills and potential they have, and be clear to explain:

· what the voluntary work is

· what The Boys' Brigade is and does

· how they could make a difference

· how they can find out more

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Key tip! Volunteering can be quite daunting. Peoplemight not be sure what they are getting into and mightbe worried that they won't be able to do it. It is important,therefore, to be flexible when taking on someone new. Itcan be useful to offer tasters of volunteering so that thevolunteer and organisation can get to know one anotherbetter. You will also need to spend some time finding outwhat people are looking for and what they have to offer.

Key Tip! If you find out an individual’s needsand adapt the volunteering opportunity tothem you will be well on your way. Differentaspects of BB will always appeal to peoplein different ways. This is important to beginthinking about in order to target yourcampaign.

finding volunteerssome helpful hints . . .· Be clear about exactly what you want your volunteers to do.

· Write a list of your expectations of the volunteer and of the skills and characteristics you arelooking for.

· Give the role a title, but if you are going outside the BB, you might want to use a title thatpeople would easily recognise (“youth leader” or “children’s leader” may be more selfexplanatory than “officer” or “warrant officer”)

· Draw up an advertisement; this will need to be eye catching if it is to stand out from the otheradverts wherever it has been placed. Resources available from BB supplies will help you to dothis.

· Be specific, use simple language, don’t be vague.

· Make sure you state if training will be provided, as this will be an attractive prospect to manypeople who do not feel confident to take up this sort of role.

· Specify a contact name and telephone number.

Key phrases . . .You can use the following phrases if you want to do any kind of publicity, or even just keepthem in mind when you’re talking to people.

· BB is the largest Christian uniformed organisation in the UK with over 55,000 children & youngpeople.

· Giving up just one hour a week could make a huge difference.

· BB continues to provide relevant activities for the varied interests of all children & young people.They are all aimed at having fun, but have a special focus on developing individual potential,getting involved in your community, providing opportunities to be listened to and have a say,and recognising achievement.

· Becoming a volunteer gives you the opportunity to meet new people and have a great sociallife.

Check out the websites . . .Take a look at regional websites which provide additional help and advice:

Volunteering England - www.volunteering.org.uk

Volunteer Development Agency Northern Ireland - www.volunteering-ni.org

Volunteer Development Scotland - www.vds.org.uk

Wales Council for Voluntary Action - www.wcva.org.uk

Volunteering Ireland - www.volunteeringireland.com

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selectionThe BB Company is an integral part of the church and as such BB leaders work on behalf of thechurch. It’s really important that you involve the church in the selection process and follow anyguidelines that the church has. BB is a Christian movement and any potential volunteers need tobe in sympathy with our objectives. You and your church may have a particular view on the levelof commitment required and this may vary with the volunteer role you are asking the person toundertake. Remember too that there are many examples of adults coming to faith through takingthose first steps of leadership in the BB and this should never be under-estimated.

In addition, because we work with children and young people, it is also our responsibility to ensurethat the people who volunteer do so for the right reasons, and with the attitudes that will enablethem to make positive relationships with the young people and adults with whom they work.

The selection process is important to work out whether . . .a) a volunteer is suitable for the projectb) the project is suitable for the volunteer

The selection process can be broken down into a number of key stages:

a) Identify a potential volunteerSounds easy doesn’t it! Go through the self assessment and then look through the ideassuggested in this tool box and decide upon the ones which are suitable for you. Makingcontact with a prospective volunteer is an opportunity to enthuse them about the BB andabout any specific vacancy you have. Don’t miss this chance to “sell” the organisation,even if the call doesn’t result in a new volunteer, you may have gained a supporter, andbuilt your reputation. Reply to any leads or enquiries quickly; this could include answeringquestions, a “Thank you for your interest letter” informing them of the next steps andarrangements for meeting up.

b) Arrange an initial meetingTry not to make it too formal. A friendly chat over a cup of coffee is much less threateningthan an interview over a desk. At this meeting find out a little about the volunteer if they arenot known to you. You may find it useful to use the Volunteer Information template.Remember that this is a two way process; they will want to know about what you arelooking for and what’s involved and you will be finding out whether they will fit in and be auseful addition to your team. Find out about their interests and see what skills they couldbring to the Company.

c) Invite them to visit a BB nightIf the role involves working with children & young people, ask them to spend some time at aBB night. Arrange that you or one of the other leaders will be able to accompany them, toexplain what is happening and answer any questions.

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d) Arrange a further meeting with the volunteer, yourself and a church representative By this stage you’ve probably got a good idea whether they are likely to volunteer in the Company. They need to know more about the BB and the role they have applied for, and you need to know more about them. Our regulations require that volunteers are interviewed by the Company Captain and a church representative.

Work though these questions in preparation . . .· In what area(s) are you looking for volunteers?· What is important about the work you do?· What sort of tasks might you ask the volunteer to do?· What might they get out of it?· What sort of people might be interested?

Helpful hints for interviewing . . .· Prepare an interview checklist for your own use that covers what you need to know

about them as well as information that you need to pass on.· Try to make the new volunteer as relaxed as possible. First impressions count!· Decide on an appropriate venue (your home may not be the most appropriate place,

but somewhere easily accessible like the church hall could be fine).· Try to make the meeting informal and friendly, but organised.

e) Registration/SafeguardingBB is committed to providing a safe environment for its members. Anyone volunteering towork with children and young people will understand that it is necessary to undertakedisclosure checks and for the Brigade to take up references. This in no way questionsanyone’s motives, but is one of the processes we undertake to keep everyone safe whilstregistering volunteers.

f) Confirmation of appointmentWhen references have been taken up, you can confirm that the BB is now ready for them totake up their role in the company. Now is the time to remind them of the date and time oftheir first session, who will be there to welcome them and guide them on their first evening.If this is not you then remember to remind whoever is responsible for welcoming the newvolunteer - and decide who is responsible for organising the induction programme. It mightbe appropriate to have a three months probationary period where both parties set asidetime at the end of the period to review what has happened.

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Remember! The interview is an opportunity to explore whether there is a match between what youneed and what the volunteer wants to do - make the best use of it.

Key Tip! Without rushing the process try to get volunteers interviewed and trained as soon aspossible. A long drawn out process could put volunteers off, so the sooner they can get going thebetter! Why not begin by buddying up a new volunteer to a more experienced leader for peersupport.

Being FairThere are a few criteria that have to be met by volunteers in the BB, such as the minimumage requirements in certain roles. To be a core leader volunteers should be a member ofadherent of a church. For all roles, volunteers need to be in sympathy with the aims of theorganisation and the Christian Faith.

However outside of these requirements we have to demonstrate that we welcome people fromall communities and of all abilities and of either gender. Where the church is located in a diversecommunity it is important that this is reflected both in its membership and its leadership. This issomething we do have to think about and BB Headquarters staff are happy to advise.

Rejecting potential volunteersVery occasionally you may find you have to say “thanks, but no thanks” to a volunteer. Althoughit can be tempting if you really need volunteers to accept anyone who applies for the role, this isalways more damaging in the long run. It’s ok to say no.

For some people this can be quite hurtful, so be tactful and phrase your rejection so they are leftwith as much dignity as possible. Above all, be honest about why you cannot use them. This iswhere having a role description and list of desirable characteristics can be useful. If the volunteerdoes not correspond to what you have made clear you want, it is much easier to say no. If youthink it is appropriate you can refer them to your local volunteer bureau. Their skills will veryprobably be able to be used elsewhere.

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Resource! Download the Volunteer Information form from the website to help ensure you get all theInformation you need when you meet with them.

Check out the resources available online at:www.boys-brigade.org.uk/recruitment/

Ma

ke a D

ifference Leaflets

Resources available to purchase from BB Supplies,check out http://shop.boys-brigade.org.uk

Student

Leaflet

SkillsLeaflet

volunteer welcomeAfter investing time in recruiting new volunteers, it is important to make sure we keep them. Peopleare likely to become committed to the BB if they feel welcome, valued and useful. Planning aproper welcome is the best way to get someone off to a good start and to develop confidence.

Induction

In order to fit into the team and be useful, volunteers need to understand the work of the BB. Aninduction period helps this happen in a structured way and demonstrates that they are welcomedand valued. New recruits have a need for information, to meet people and to get some hands onexperience. Try to balance these needs when planning someone’s induction.

It is the responsibility of the Company Captain to plan the induction of a new volunteer, althoughthey may delegate the task to another leader if that is more appropriate. The induction periodshould be thought of as happening over the first few weeks that a volunteer comes along.

These sessions should be split between a one to one session to chat and give information, and achance to work alongside an experienced volunteer. It is important that the new person is givensomething practical to do with young people and not just to “shadow” someone else.

After each of the evenings comprising induction there should be time allowed to sit down with theCaptain (or other person) to reflect on how the session has gone; what went well and where theremay have been difficulties.

What information to cover in induction:· The role to be undertaken, what tasks are to be carried out· Where to go for support or advice· Location and use of equipment· The building - toilets and where to get refreshments· The aims of the BB and ways of working· Opportunities for training· Child protection guidelines and confidentiality· Health and safety· Introductions to other volunteers and young people· What to do in an emergency

If induction is carried out in an efficient and friendly way, the new volunteer is more likely to settlein with confidence.

Volunteer Agreement

Share with the new volunteer The Boys’ Brigade’s Volunteer Charter (available online). Thedocument details expectations on both sides of the volunteer and organisation. Additionally inconversations with the volunteer write down an outline of their role.

Reviews

One of the best ways to develop volunteers’ skills is to set aside time now and again (butespecially during the early days) to sit down with them and have a chat about how they feel it isgoing and where they experience difficulties. To reflect on the way an evening has gone and toreceive positive feedback about successes and achievements is probably the mostdevelopmental activity for all of us. This, combined with the more formal learning environment of atraining course, will enable volunteers to grow within their role and this benefits both themselvesand the young people with whom they are working.

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staying involvedAll volunteers need support. We are all aware of those BB leaders who give a lifetime’s service andwe are grateful for such selfless commitment. However, we are also aware of those who struggleafter a few months, whose attendance then becomes less regular and finally they leave. Leavingmay well be the right thing to do, but how leaders are supported can often ease many problems.

Below are a few simple tips to value your volunteers and encourage them to stay involved:

Thanks (we all like to be appreciated) - When was the last time you really thanked your leadersand showed them your appreciation for all that they do. BB leaders don’t do the work to bethanked, but it is nice when it happens. It doesn’t need to be elaborate or over the top, but asincere word at the end of an evening can make all the difference.

Celebrate - Identify other ways to recognise the contribution volunteers make. Volunteers’ week isa good time to do this, and you could even nominate volunteers for awards.

Ongoing Training - Everyone needs sufficient training to do their work well. Sometimes leaders feelill equipped to do their role and can get into a cycle of questioning what they are doing. Thinkabout how you can improve the skills of your leaders. Remember, as in professional life, it is goodfor volunteers to continually develop.

Long Service - BB does give long service awards for leaders who have given 15 (Bronze), 20 (Silver),or 30 (Gold) years service and this can act as a real celebration of commitment to young people.If you are going to use these awards then plan an appropriate occasion where they can bepresented such as the Company Display or a Parade Service. Many local authorities also makeawards to long serving volunteers – have you considered recommending one of your leaders?

Social Occasions - Working with children and young people is not easy and can take a great dealof your time. How often do you plan in time for the leaders so that they can refresh and recharge?Does the staff ever meet for a social occasion or is it always a meeting? What about going out fora meal together or having an away day? Such opportunities are a real chance to form strongbonds as a team, value each other and deepen a sense of shared commitment.

Worship & Prayer - Sometimes we can be so engrossed in working with young people that weneglect our own spiritual development. How often do you spend time together as a team in praiseand worship? Try to build in time for prayer about the children and young people, the Companyand your volunteers as individuals.

Volunteer Burnout - One of the greatest strengths of The Boys' Brigade is that we have leaders whocommit long term to building relationships with children and young people. This is not somethingthat we can become complacent about, and burnout can be a real risk. There are no magicsolutions to this, but be aware that it is right and proper for a volunteer to do what they can andhave breaks from their volunteer work in order that they can reflect, refocus and ensure that theystill have a passion for the work they do.

Team Meetings - It sounds a bit formal, but have you considered holding team meetings andvolunteer reviews. It may give the opportunity for volunteers to say how they are feeling andfurther opportunity for you to feedback, thank, encourage and enthuse them. Use team meetingsto communicate success stories, share concerns and discuss the future. Ensure all volunteers feelinvolved and valued!

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trainingThere are lots of opportunities for volunteers to build on their existing skills, and below some of thekey training opportunities have been highlighted:

Youth Leader Training (YLT)YLT focuses on the what, why and how of children’s and youth work in a Christian context. Thetraining is based on the National Occupational Standards for Playwork and for Youth Work. YLTenables participants to work as volunteer children’s and youth workers by equipping them withthe skills, knowledge and attitudes to work effectively with children and young people. The maintheme is the building and maintaining of trusting relationships, and from this basis other aspectsflow: Faith development, Safe working practices, Participation & empowerment and Equalopportunities.

Quick StartQuick Start is a training course that provides all the necessary child protection, safety andprogramming training to get a group started. Leaders can then complete YLT at a later date.

Holiday LeadershipWe know that residentials and holidays are important times in the lives of children and youngpeople. Living 24/7 with a young person means that you really get to know them, and they you.These are times when relationships with children and young people are cemented and built upon.They are life changing events, and our research tells us that they are the things that children andyoung people remember the most. These are also often the time when children and youngpeople think about their faith, and there is no better time to challenge them. Holiday Leadershipfocuses on developing the skills and knowledge to make our holidays safe, happy, exciting andmemorable.

Camp CraftThis course equips leaders with the skills, knowledge and understanding to prepare and run asuccessful canvas camp.

Working With 4 Year OldsThis course builds on YLT to equip leaders with the extra skills and knowledge to work safely andeffectively with 4 year olds.

Captain’s Training: Managing & Developing Good Youth WorkPlanning, managing and developing are the basic elements of the course. It equips leaders withthe skills and knowledge to run effective groups, and unpacks the duties, responsibilities andboundaries of accountability. After completing the course, leaders will be able to plan for thedevelopment of the group’s work, develop their team effectively and develop positive workingrelationships within it.

Challenging BehaviourWe all experience challenging behaviour from time to time. This course enables leaders to makepositive responses to challenging behaviour in children and young people.

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Key tip! Details of training courses can be found online at www.boys-brigade.org.uk

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VolunteerRecruitment

Ideas Bankwhere and how to approach potential volunteers

Check out the resources available online at:www.boys-brigade.org.uk/recruitment/

churchYour Church may not have lots of people able to fulfil all the roles you have up your sleeve, butwithin the congregation and their networks the possibilities are endless. Make sure they are awareof what you do and the needs you have.

> RESOURCES� Make a Difference Church Volunteer leaflet� Make a Difference Church Volunteer poster� Church service outline (online)� Volunteer presentation (online)

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Key tip! Put posters up around thechurch and have leaflets ready togive out. Make sure there issomething on the Church website,notice board and in your churchmagazine.

Local NetworksMany churches are part of an ecumenical partnership within their local area. It may bethat within these churches not all have their own active children’s and youth work, but mayhave members who could work with children and see this as part of their Christian calling.

Ask your minister if you could speak at a meeting or write to the other ministers explainingthe need. Is it something that other churches could promote within their owncongregations?

Have you challenged members of yourchurch to volunteer?

Are they passionate about the work you do?

Many churches have a service of commissioningfor all who volunteer with children and youngpeople (e.g. BB enrolment service). Talk with yourminister about using this service to challenge yourcongregation to support this area of the church’swork.

Many members will be passionate about it, butmay not know how they can help or may not feelequipped to do so. Remind them of the skills thatthey have through working with their ownchildren, grandchildren, or the hobbies that theyhave. Share the rewards and satisfaction that youreceive personally, and the difference the groupmakes. Be flexible to the differing contributionsthat people can make. Don’t forget there aresupport roles, including prayer and financialgiving that are needed.

ChurchLeadership

We all know that there arelimited resources, but it’s alsoimportant that churchesestablish and verbalise theirpriorities. Talk to your church’sleadership involving them instrategic decision making,keeping them up to date withnews, and celebrating success.Ask them to endorse your work,and make a plea on yourbehalf.

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TIP! If your existing volunteers are happyand motivated they will be more effectivein recruiting their friends! The benefits ofthis method of recruitment are that youare likely to recruit volunteers who sharethe DNA of the group. However, existingvolunteers will tend to recruit peoplesimilar to themselves, so if you just rely onword of mouth your volunteers might notbe very diverse.

“For years I didn’t ask my friends tohelp out, because I didn’t think theywould be interested. What a mistake!They were simply interested, becauseI was and were willing to help outwherever they could.”

WHAT A MISTAKE!

PrayerDon’t underestimate the power of prayer. Pray for theneeds of your Company and for guidance on the volunteerissues that you face.

“So I tell you, whatever you ask for in prayer, believe thatyou have received it, and it will be yours."Mark 11:24

Involve other members of the church in praying for theCompany, its children and young people, and for any otherspecific needs. Most churches have a prayer list. See if youcan regularly be put on it.

Just Ask!Most volunteers are recruited through existing volunteers just asking their friends.Make sure everyone you know is aware that you are trying to recruit, and whatthe opportunities are.

Not everyone responds to the generic call to volunteer. Are their people withinyour congregation who might respond to the personal invitation? Is theresomeone with a hobby or skill that could be shared? The classic BB recruitmenttechnique over the years has been to ask someone along to help out for a fewweeks, and then before you know it they have seen the value of the work andstayed involved.

Target some of your friends. Ask them to have a chat with you over a cup ofcoffee and talk about the work that you do. Explain that you think that they havea contribution to make and the difference this will make to the group. Invite themalong to see your section in action. You never know, some may have just beenwaiting to be asked.

communityBuilding close relationships & networks with organisations, groups & individuals where you live ismutually beneficial. Maximise your presence in the community. Get your loud hailer and talkup BB!

> RESOURCES� Make a Difference Volunteer leaflet� Make a Difference Volunteer poster� Volunteer Presentation (online)

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Local AmenitiesThere are many facilities in yourcommunity that have largenumbers of visitors. Such placesoften have space for posters andleaflets about local communitygroups.

The eye catching targeteddesigns available from BB supplieswill make your adverts stand outand create a good image foryour group.

Think of the places where youcould advertise:

· Local high street· Shopping centres· Supermarkets· Libraries· Fetes and fairs· Career & recruitment fairs· Train stations· Leisure & community centres· Jobcentres, council offices· Health centres, clinics, surgeries· Schools, nurseries, colleges

Volunteer CentresWhere is your local volunteer centre?

Is your Company advertising there?

There are around 500 Volunteer Centres throughoutthe British Isles, putting people in touch withorganisations who need volunteers. Organisationsneed to register with their local centre, which mightalso be able to provide advice and support onworking with volunteers.

Volunteer Centres provide an excellent means ofrecruiting to individual posts, and can put you incontact with people who wouldn’t normallycontact you directly.

Find your local volunteer centre:

England - www.volunteering.org.ukWales - www.wcva.org.ukScotland - www.vds.org.ukNorthern Ireland - www.volunteering-ni.orgRepublic of Ireland - www.volunteeringireland.ieIn England, if you don’t have a Volunteer Centre near to you,your local Council for Voluntary Service (CVS) may be able tohelp you with advertising. www.navca.org.uk/liodir

Do-it.org.uk provides details of volunteeringopportunities throughout the UK. To advertise forvolunteers you will need to contact a localintermediary, such as a Volunteer Centre.

Unemployed PeoplePeople who are unemployed often have a huge amount to offer and can gain a great dealfrom volunteering. Unemployed people can gain skills and experience from volunteering, andit can help them to remain in touch with the world of work.

They are likely to want voluntary work that provides them with a chance to gain skills andexperience that will be helpful in getting paid work. They need not put their benefits injeopardy, although they should tell the Benefits Agency about their volunteering.

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Local BusinessesWhen assessing your local area for possible sources ofrecruits you might well come across local businesses whoseemployees are keen to get involved. You might be able torecruit individual employees or groups to perform one-offchallenges.

It will help if you can get the support of someone senior inthe business, for example, to allow you to address a staffmeeting. Once employees are volunteering, the companymight also be willing to offer other kinds of support.

Get TalkingGo and make a presentation telling people andorganisations the difference that The Boys' Brigademakes in people’s lives. Some ideas for places to goand talk include:· Rotary Clubs· Parent Teacher Associations· Community Groups

Visual images such as photographs or a video can aid apresentation, but real life volunteers are the mosteffective inspiration. Make sure you bring plenty ofleaflets to support your talk, giving people the chanceto go away and think before committing themselves. Beclear about how people can get involved or find outmore if they are interested.

Additionally chat to your local authority and thoseinvolved in statutory provision of children’s and youthwork, the Police, those responsible for saferneighbourhood scheme and other organisations thatwork with children & young people. You’ll be amazedby the doors that might begin to open up for you.

V InspiredResearch has shown thatyoung people wantflexibility, variety, usefulexperiences and fun fromtheir volunteering.

Local “vinvolved teams”can advise you on workingwith volunteers aged 16-25and advertise yourvolunteering opportunities.

Have a look atwww.vinspired.com.

R S V PVolunteering by older people has increased in recentyears. A recent study of volunteering by older peoplesuggests that organisations need to think laterally so thatolder volunteers are given sufficiently challenging work todo, and make the most of their skills and experience.

RSVP, the Retired and Senior Volunteer Programme, iscoordinated by CSV and can help you to recruitvolunteers over the age of 50. Check out www.csv-rsvp.org.uk.

Skills SearchIf you have a role in mindwhere you need specialistskills, e.g. carpentry,finance etc., try advertisingfor it in your local media.Talk with people in yourlocal networks about yourdesire for someone withthose skills. The more peopleyou have looking forsomeone with those skillsthe more likely you are tofind that person.

To fill a particular role or finda set of skills, you could trythe following websites:Trusteeswww.trusteenet.org.uk

Business, management,consultancy, legal andother professional expertise:www.reach-online.org.ukwww.cranfieldtrust.orgwww.pilotlight.org.uk

IT & Computingwww.it4communities.org.uk

Media & PRwww.mediatrust.org

parents & familiesParents & families of members are a key target for recruiting as they already have a genuineinterest in The Boys’ Brigade and what their child does. They have the potential to enable activitiesto take place, which would not be possible without additional help. Consider what they do for ajob and what their hobbies are. Then think about how these skills could help at BB. It could beanything from cookery to circus skills.

> RESOURCES� Skills Volunteer leaflet� Skills Volunteer poster� Skills Questionnaire (online)

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Bringing skillsInto play

Do you know what your members’parents and families do for a job

or hobby?

The parents & family resourceshave been developed to focuson the skills parents and familiesmight be able to offer to the BB.Get every child to take onehome to pass on to their parents& family. Be sure to consider thetypes of skills that would be useful,but also be open to what skillsparents & families have andoffer.

Getting to know . . .A great way to get parents & families moreinvolved is to get to know them better. Share moreabout what is happening and most importantly thethings that you would like to do if you had somemore help! This could be achieved alongside anactivity for children & young people, but may bemore effective as an event specifically for parentsand leaders to meet together.

Stay & helpHow far do your parentstravel to bring their childalong to BB? Is it worththem going home?You may have parentswho would be able tostay and help with theprogramme on a weeklybasis.

Tip! How about putting together ashort questionnaire for parents tocomplete (see the exampleonline)? Whether their skill isthrough their employment or just ahobby, everyone will havesomething which they arepassionate about.

“We organised a social evening for parents andleaders which was a great success in getting everyonetogether. Parents met other parents as well as meetingthe leaders. Everyone had time to chat, something notpossible on a busy meeting night! One conversationled to another and the support offered by manyparents was great. We ended up with a dad preparedto run the football team, a mum to coordinate aCoffee Morning to raise funds, as well as other offers tocome along and run a skills workshop. We havealready organised a follow up evening next year”

WHAT A NIGHT!

Awards NightUse a display or awards nightto showcase everything thatyou do, and then highlightany opportunities you see forenhancing your work withtheir help. Give shorttestimonies of leadersvolunteering experiences thatwill inspire others to do similar.

“In my eyes parents aregreat fundraiser's, wesetup a parents committeein the Company to raisemoney to buy a newminibus and within twoyears we had raised justover £15,000!”

RAISE £££’S

studentsBeing a student provides opportunities to learn in an academic sense, but it is also a muchbroader learning experience. Many students take this opportunity to do something that will benefitothers in their spare time. You can probably imagine the difference a committed, creative andenthusiastic young volunteer could have over a 1-3 year period. The theme of our Studentmaterial is that once a week they can be a hero to a group of children. If you want a hero inyour group why not follow these ideas . . .

> RESOURCES� Student Volunteer leaflet� Student Volunteer poster� Invitation Card (online)� Banner Stand (available on loan)

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Pizza NightDo you want to make contact with students?

What is the one thing that any student can’t resist?

It’s a well known fact that students can’t resist free food. A Pizza Night willbe a great chance to attract students along and then promote theopportunities to volunteer in The Boys' Brigade. Advertise throughvolunteer offices, CUs (Christian Unions) and give out invitations at anyvolunteering events.

As well as giving out free food and a chance to socialise, inform themabout the work of The Boys' Brigade and tell them how they can help.Remember to include all the opportunities that will mean that they havefun for themselves, as well as being able to help in a meaningful way.

Volunteer / CareerCoordinators

Most universities and colleges have volunteer / careercoordinators for their students. Find their contactdetails at www.ucas.ac.uk/instit/index, and talk to thevolunteer coordinator. They’ll give you advice onapproaching potential volunteers, and may direct youtowards potential Freshers, Volunteer or Careers Fairsheld at the university.

Christian UnionEvery university has a ChristianUnion that is a gathering point forcommitted young Christians.

Get in contact and ask them ifyou can go along and talk tothem about how they can getinvolved.

Give them the opportunity tolead an evening on a one offbasis. You never know some ofthem might want to do more.

TIP! Student life can be a bit of a bubble and many willjump at the chance to socialise with people outside ofuniversity.

TIP! It may bebetter toapproachthis audienceas a Battalion,becausestudents willlive atdifferingdistancesfrom localcompanies.

grow your own!Keeping hold of young people when they grow up and moving them on into leadership has beena key success of The Boys’ Brigade over the years. It provides an opportunity to give somethingback to an organisation which has meant so much to them. Let’s keep this going . . .

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Building ResponsibilityHow do you nurture future leaders?

Do you miss out on any opportunities?

We have a great advantage in this type ofrecruitment, because as an organisation weare committed to giving childrenopportunities to be involved in decisionmaking from the very beginning of their timein The Boys' Brigade. This takes place in moreand more ways as they get older, and whenthey get to the age of 14 they haveopportunities to do extended volunteering intheir Company or Church. Our experienceshows that giving young people responsibilityfor areas of the programme is a great way ofretaining them into leadership. When theythen leave at the age of 18 the transition tobecoming a leader is something verynatural.

Opportunitiesto Train

A young person growing up in the BB will havehad many opportunities to learn lots of skills anddevelop into a leader. Lots of our badge workencourages volunteering in the Company &Church, especially the President’s and Queen’sBadge. Alongside both of these awards aretraining courses designed to equip them asyoung leaders. Your role as a mentor is crucialin nurturing their abilities and skills. Holdinginformal review meetings can be a reallypowerful tool.

Once a young person reaches the age of 18then Youth Leader Training & KGVI are greatcourses to help them move into new roles.

PlanningSuccession planning is a term mainlyused in business to assist in the transitionof staff through the variousmanagement levels within anorganisation. In The Boys' Brigade thereis a similar need to periodically reviewyour volunteers and see who couldmake the next step to take on moreresponsibility. It often takes years todevelop effective leaders, so beginbefore there is a critical need. Takeevery opportunity to develop moreleadership skills, so that if there is achange of circumstance there arebackups ready to take on core roles.

TIP! Growing your own will mean that youare likely to recruit volunteers who share thesame ethos as the group and currentvolunteers. They have grown up throughthe organisation and know what it’s about.

ReunionHave you held a reunion for formermembers of the Company?

Sharing memories of days gone bycould be a great way to get supportfrom those who left the Companymany years ago. It may now be theright time for some of your formermembers to give something back,whether it’s been a break of 5 or 50years. Remember everyone has a skillthey can bring, so challenge yourformer members to come ‘back 2 BB’.

moving awayThere are always times when people move on. This may be a young person who is moving awayto University or even someone who has moved to a new job. This can often coincide with a time oftransition from being a young person in the Company to becoming a leader. Many who reach thisage in the BB are keen to give something back, so don’t hold back encourage them to look foropportunities at their new location.

RESOURCES� Relocation notification form (online)

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Training at UniCould you get them involved in training to

become a leader whilst at University?

Invite them to the KGVI Training Course held annually atRegional Training Centres (England, Scotland & NorthernIreland). The KGVI course takes place over 2 weeks, one

week each year.

Keeping inContact

Don’t lose contact with them andkeep them involved in the verycompany they grew up in. Thereare plenty of opportunities forthem to stay involved when onbreaks from University andespecially on summer camps.

NotificationWhat do you do when a young person or

volunteer moves to a new location?

Could you spare 5 minutes and help themto stay involved?

If someone in your Company is moving awaymake an effort to locate BB Companies near totheir new location and look at how they mightstay involved. Use the ‘Company Locator’ on theBB website to find the nearest Company andmake contact. Should you have difficulty yourRegional Headquarters will be pleased to help.

TIP! Email is a great way to keep incontact with those at university!Also consider how you could use socialnetworking sites like Facebook andMySpace to keep in touch.

“My time at KGVI was justbrilliant. It is so inspiringmeeting lots of other youngleaders. It’s made me lookmore seriously at my future &made me determined tovolunteer at BB”

INSPIRING

TIP! Mark their moving away with some sort ofcelebration, thank you and official goodbye. The morethey feel valued and part of the “family” the more likelythey will be to return in the future.

mediaDoes the local community know that you need more help? “If you don’t ask, you don’t get” is awell known phrase. Don’t just sit back; use the media to get your message out there . . .

RESOURCES� Press Release template (online)� Press ready artwork (online)� Website Banner (online)

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TIP! Could you coincide your recruitment campaignwith Volunteers’ Week; an awareness raising eventwhich takes place across the UK annually. The themesof the week are “Recognise, Reward and Recruit”, andit is held every year in June. However this may not bethe best time for your group with the summer break.Alternatively use other topics such as negativecoverage of young people in the media, as a chanceto tell your positive stories! Have photos ready that illustrate your story and comments from volunteers,children & young people. Go towww.volunteergenie.org.uk for more hints and tips.

NewspapersDo you know who the editor of your

local newspaper is?

Have you ever spoken to them?

Your free local newspapers and magazines are agreat starting point. Send a press release in andfollow it up with a call to the editor to check theyreceived it and ask if they need any furtherinformation. Go to www.mediauk.com for afree local and regional media directory.

AdvertsGetting an editorial piece in anewspaper or a magazine to saywhat you want can be difficult.An easy way around this is to gofor an advert, and then you canget your message across in theway you want it. Ask if there is aspecial rate for volunteervacancies.

Web BannerAdd a banner to your Companywebsite, and ask local businessesor organisations if they wouldinclude a banner on their website.Adding the banner and creating alink to more information is a greatway of seeking out thoseinterested in volunteering.

Open EveningHold an open evening and invite press andpotential volunteers along. Make sure you giveplenty of notice and have plenty of people aroundto show your Company off in the best light.

TIP! It can sometimes be hard to getyour story into newspapers and ontothe radio, but you do have to work at it.Building relationships with theEditor/Producer is key to success. Alsobe creative, the media likes facts, socome up with some that relate to yourCompany, e.g. work out the number ofhours volunteers give up each year, notforgetting to include everyone that hasgiven up time to support the company.These can then be used as a powerfulheadline in a press release.

On the AirSend a press release into your local BBC radiostation (or other local station); propose they discussit live on air as part of a show and carry out aninterview.