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Invitational Volunteer Recruitment Strategy for VAVS Transformation

Transform the VAVS program by implementing an invitational volunteer recruitment strategy, updated for 2009. Streamline policies, target new demographics, and focus on effective tactics for higher retention and engagement.

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Invitational Volunteer Recruitment Strategy for VAVS Transformation

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  1. VAVSRECRUITMENT STRATEGYRECRUITING TACTICS “An Invitation to Service” Changing the Face of the VAVS

  2. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS • While progress has been made in 20+ NAC organizations, total volunteers and hours continue are still down • NAC VAVS recruitment strategy and tactics papers updated for 2009 • At all levels, VACO/VAMC/NAC organizations: “Recruitment is a full time, year round responsibility”

  3. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS Preparation for Effective Recruiting • Every VAVS “recruiter” must have thorough knowledge of VAVS history, organization & culture, nationally and locally • Streamline VAVS policies, application procedures, and training processes. Move to on-line completion. • At all levels review, programs, activities, incentives, and recruiting strategies. What’s working; What’s not?? • At each VAMC, form 6-10 person recruiting committee with experienced, innovative volunteers from local NAC organizations • Understand Benefits & Cost of volunteering • Update and/or develop new brochures, recruitment materials, advertising---Make available ON-LINE!

  4. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS WHERE TO FIND THE VOLUNTEERS • At NAC level, identify potential new organizations: Invite to join the NAC -Appropriate service, fraternal, civic, business organizations -Emerging Veterans Service Organizations (VSOs) unique to recent operations: Iraq & Afghanistan Veterans of America, Veterans for Freedom, Student Veterans of America -At VAMC level, identify & approach local organizations to recruit Regularly Scheduled (RS) Occasional (Occ) volunteers, e.g. Business & Professional Corporate Retiree Groups Volunteer Recruitment Websites Colleges (Fraternities/Sororities) Unions/Trade Groups Recognized Youth Groups Military Bases/Units Unions/Trade Groups AARP/NARFE Sports/Social Clubs Home/Auto/Gun Shows

  5. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS Recruitment Tactics • Goals: At each VAMC, increase total number of volunteers and hours10%-20%; lower average/median age to 55-60 • VAVS Invitational Recruiting Strategy -Generational Recruiting Age Demographics -One on One, Face to Face Recruiting --Invite NationalCommanders, Leaders to Sign Up, Set Example -Targeted Recruiting -Family Volunteering -Youth/Teen volunteering -OEF/OIF Veterans Volunteering - Recently Retired Individuals

  6. VAVS RECRUITMENT STRATEGYRECRUITING TACTICS • VAVS Invitational Recruiting Strategy (continued) -Broad-Based Recruiting -Maintain high media profile -Distribute high quality materials -Network with businesses, community groups, leaders -Managing Volunteer Recruiting -Tailor to structure, network within NAC member organizations -Enter into collaborations and partnerships --With other NAC organizations, veterans groups --Share marketing, public relations materials, techniques --With colleges, universities --With other organizations with similar goals/interests

  7. VAVS RECRUITMENT STRATEGYRECUITING TACTICS • VAVS Invitational Recruiting Strategy (continued) -Volunteer Retention -Meaningful work with positive feedback -Allow for personal growth, flexibility in assignments -Create Adaptive Sports Assignments tailored to OIF/OEF and younger, athletic volunteers -Show respect for volunteers -Eliminate barriers to use of volunteers -Establish incentive programs for volunteers that reward hours worked, volunteers recruited -RECOGNITION of volunteers efforts a key to personal satisfaction and retention

  8. COMMITMENT • Manage your organization’s representatives at VAMCs • To Recruitment and Retention of Volunteers: You and your Representatives/Deputy Representatives are “The Frontline Recruiters” • Ensure your representatives attend all quarterly meetings: CRITICAL • Provide up to date training briefings to all your Representatives with strong emphasis on recruitment • Provide meaningful recognition, feedback to your Representatives—review the AJRs and look at volunteer and hours for growth Be sincere, innovative and Flexible----Have passion; it’s contagious

  9. “THE POWER IS IN THE ASK”

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