If your organization or department involves
volunteers, or wants to involve volunteers, there are certain
things your organization or department must have on its web
site, in my opinion, and there are no excuses for not having it. No
government agency requires you to have this information. No agency
requires your nonprofit, NGO, charity or community program to involve
volunteers. But if your organization DOES involve volunteers, this
information absolutely needs to be there - I consider it required
information. To not have this information says that your organization or
department takes volunteers for granted, does not value volunteers
beyond money saved in salaries, or is not really ready to
involve volunteers.
Here is what absolutely should be on your web site regarding
volunteers, to make your web site as volunteer-friendly as it can be
and to show how much your organization values volunteers. And, quite
frankly, if you don't have this on your web site because you "don't
have time", then you do not have time to involve volunteers, period:
- the word volunteers and volunteering MUST
appear on the home page of your web site, within the permanent
text of the page. If someone goes to the home page and uses
the text find function on a web browser and types in volunteer,
they should find that word on your web site (and it should link to
further information!). That means having the word in a pull-down
menu or a graphic is NOT enough!
- the link support us or get involved on your
home page or any other pages should not go to a page that is
focused only on donating money. Instead, that link should go
to a page that talks about the RANGE of ways someone could support
your organization or cause, which includes cash donations, in-kind
donations and volunteering. That page can then link
to a page only about cash donations, a section or page only about
volunteering, etc. If you don't do this, if you the support us
or get involved link goes to a page only about donating
money, then you are saying that donors of time and expertise are not
as valuable to your organization as donors of cash.
- a page or a section of your web site that is dedicated to
information about volunteering at your organization. This page
or section should include:
- photos, or links to photos, of your volunteers in action (NO
CLIP ART)
- a mission statement about why your
organization involves volunteers, why your organization
reserves certain assignments for volunteers, why your
organization believes volunteers (as opposed to paid employees
or paid consultants) are the best people for certain tasks, etc.
- detailed information on how to apply to be a volunteer
- your volunteer application to fill out and submit online, or
to download to fill out and send back to your organization as an
attachment to email (or even to print out and send via postal
mail)
- exactly what the steps are after person applies to volunteer
(how long can applicants expect to wait to be contacted by the
organization once they've submitted an application? do
applicants have to attend an online or onsite
orientation/training? do applicants have to undergo a criminal
background check, and do applicants have to pay for that
themselves? are applicants required to join
an online discussion group?)
- a summary of the kinds of tasks volunteers can do (would you
welcome a volunteer to assist in helping your organization with
social media? with onsite computer
and networking needs? to serve on your board of directors?
to staff the receptionist desk and answer phones? to mentor
young people? to transport items from one location to another?
to work from home or a remote location translating text from one
language to another, designing logos, tagging photos, moderating
an online discussion group or engaging in any other virtual
volunteering activities? to assist your professional staff, like
your HR manager, your marketing manager, etc.?)
- full disclosure about any fees a volunteer is expected to
pay, if these are one-time or annual, and information on what
these fees pay for.
One thing your web site should NOT include: any statement that
ever implies your organization saves money with volunteers (no
dollar value for volunteer hours), involves volunteers so they
don't have to pay staff, etc. Be careful of any statement like,
"We couldn't exist without volunteers!" unless it includes
narrative that shows volunteers are not involved in order to not
have to pay staff.
Also, if you are in the UK, be very careful about your statements
regarding expectations of how long volunteers should commit to an
assignment. Laws in the UK regarding volunteering are quite
complicated, and such
wording can be construed as an employment contract with the
volunteer.
Those are just the basics, the minimum an organization
that involves volunteers, or wants to, should have on its web site! An
organization should also consider having on its web site:
- links to your available volunteer assignments on VolunteerMatch,
AllforGood.org, or whatever
you use to recruit onsite or online volunteers.
- any volunteering activities you have specifically for individual
teen volunteers under 18, family volunteers, groups of adult
volunteers, groups of teen volunteers under 18, groups of volunteers
under 14 (or even younger), senior volunteers, professionals, etc.
- the complete volunteer policies and procedures, so a potential
volunteer knows exactly what he or she is getting into (and current
volunteers can have them for easy reference anytime)
- links to a photo sharing site like Flickr,
where volunteers can upload photos of themselves in action to a
group you create there, or tag their photos with certain keywords so
anyone searching regarding your organization can find them
- testimonials from volunteers about their experience
- testimonials from employees and clients about their experience
with your volunteers
- a short recruitment video (or link to such on YouTube
that shows what volunteers do at your organization and why they are
so awesome)
- blog entries from volunteers (or links to such)
- links to or live feeds from any social media your organization
uses with regard to volunteers (a dedicated Facebook profile, a
dedicated Twitter feed, etc.)
- online material that clearly recognizes
and thanks volunteers for their contributions
Also see:
- Mission statements for your volunteer
engagement
(Saying WHY your organization or department involves volunteers!)
In addition to carefully crafting the way you talk about the value
of volunteers, your organization should also consider creating
a mission statement for your organization's volunteer engagement, to
guide employees in how they think about volunteers, to guide current
volunteers in thinking about their role and value at the
organization, and to show potential volunteers the kind of culture
they can expect at your organization regarding volunteers.
- Ethics of Paying to Volunteer Online
Reviews information a program should have available to distinguish
themselves as credible organizations.
- Diagnosing
the causes of volunteer recruitment problems
Before you hire a consultant, even me,
to see what the problem is regarding why you don’t have enough
volunteers, or the kinds of volunteers you want most, you might be
able to diagnosis the problem yourself - this blog is meant to help
you do that. The only catch is that you MUST be honest as you answer
the questions listed here. Also, answering these questions is rarely
a one-person exercise; you may think you know the answer, but you
need to ask other staff members, including volunteers themselves,
what their answers are to these assessment questions. This is one of
the most popular blogs I've ever written.
- Using the Internet to Honor
Volunteers (and Recognizing Online Volunteers)
Recognition of a volunteer, no matter where he or she performs
service, is the act of acknowledging a person's contribution to a
nonprofit/civil society organization and those it serves.
Recognition contributes to volunteers staying committed to an
organization, and gets the attention of potential volunteers -- and
donors -- as well. In addition, organizations should also
incorporate use of the Internet to recognize the efforts of ALL
volunteers, both those who perform most of their service from home,
work, school or other remote computers, and those who perform their
service onsite, face-to-face. With cyberspace, incuding social
media, it's never been easier to show volunteers -- and the world --
that volunteer contributions play a key part in an organization's
successes.
- Internet discussion groups
for volunteers
Many agencies use email-based or web-based discussion groups,
bulletin boards, online social networking or even "old-fashioned"
newsgroups (USENET) to communicate regularly with their volunteers.
This resource chronicles the benefits of such groups, and offers
tips for set up, management and growth.
- Using Real-Time
Communications With Volunteers
A growing number of organizations are using real-time communications
-- including video conferencing, online phone calls, chats and
instant messaging -- to hold online meetings with volunteers, to
allow volunteers to interact with staff, clients, or each other, or
to involve volunteers in a live, online, real-time event. This
resource provides more information on real-time communications with
volunteers -- what the various tools are, how agencies are using
them to interact with volunteers, and tips to encourage and maintain
participation in synchronous communications.
- Screening Volunteers for Attitude
When an organization involves volunteers in high-responsibility,
long-term roles, volunteer turnover can be a program killer.
Screening is vital to finding the right people for
high-responsibility, long-term volunteer roles, particularly those
where the volunteer will work with clients and the general public,
and to screen out people who may be better in shorter-term
assignments or assignments where they would not work with clients or
the general public, or who would not be appropriate in any role at
the organization.
- Recruiting Local
Volunteers To Increase Diversity Among the Ranks
Having plenty of volunteers usually isn't enough to say a
volunteering program is successful. Another indicator of success is
if your volunteers represent a variety of ages, education-levels,
economic levels and other demographics, or are a reflection of your
local community. Most organizations don't want volunteers to be a
homogeneous group; they want to reach a variety of people as
volunteers (and donors and other supporters, for that matter). This
resource will help you think about how to recruit for diversity, or
to reach a specific demographic.
- Letting
Fear Prevent Volunteer Involvement is Too Risky
This is a blog I wrote for Susan Ellis and Energize, Inc. - you
leave my web site if you click on that link.
- Virtual Volunteering Myths
Common misconceptions about virtual volunteering versus the reality
of the practice.
- Research on online
volunteering
All of the academic research and journal articles about online
volunteering and online community engagement.
- Online culture
What is it like to work with people -- volunteers, donors, remote
staff -- you seldom or never see onsite, face-to-face? Can you build
trust among a remote group online? Can a person learn to
work with others online successfully, or does one have to have an instinct
for it? Does the Internet take the human element out of volunteering
and community? Does online civil society exist? This is a
portal into all of my resources related to working with and
supporting others online.
There are even more suggestions about what needs to be on your web site
for potential and current volunteers, as well as ABOUT current
volunteers, in The
Last Virtual Volunteering
Guidebook.
Return to my volunteer-related
resources
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