A guide to adult recruitment...

Introduction

If a Group is to provide good quality Scouting then enough adult help is essential.

Everyone knows that. The question is, how do we get these much needed volunteers?

Adult recruitment can be a struggle. If you want a "tried and tested" method to use then try the six steps outlined in this presentation.

This approach works - it does take time but it's worth it!

Background

Before we look at the six step process lets examine some common recruitment techniques:

The appeal to parents

" Well I hope that the reports from the Leaders show what a busy time the members have had taking part in all these activities. "

"Activities which have only taken place because of the hard work put in by a small team of Leaders. "

"What we need is more adults to help if we are to continue to provide this type of programme in the coming year."

"As you know, we are to loose James and Doreen in the next few months and Darren has already started at University. "

"We need volunteers from you, the parents of children benefiting from Scouting, for without help the remaining Leaders will not be able to continue to provide this type of active Scouting."

"So please let me, or any of the Leaders, know if you would be prepared to help."

The Poster

"I used to be in the Cubs you know. Its good to see that they still want people to run meetings and camps. I would have thought in this day and age it wasn't as popular."

"Why don't you volunteer to help?"

"What? I haven't that amount of spare time. My Akela always said it was a full time job to run the Cubs. She hadn't time to go out to work, run Cubs and look after the family."

The Advert

"Have you seen that your cousin's old Troop is about to close if they don't find some Leaders? They have twenty four Scouts with only one helper and desperately need at least one person to offer to help before the end of the month."

" It would be sad if they don't get someone. I suppose they need people who have the experience of Scouting to take on the Leaders role. It's a pity that Kevin isn't still living at home, he may have offered to help"

The letter home

" You know those letters we sent home a couple of weeks ago I haven't had a single reply from any of the parents. You know, they are only interested in getting rid of them for a few hours. We don't get any support from them in what we do"

Lessons to be learnt

From these examples we can learn some important points:

• · The successes of Scouting need to be publicised widely at every occasion.
• · In the past we have expected too much of our Leaders.
• · We don't plan for recruitment we wait until it becomes a necessity.
• · We don't let people know exactly what it is we need them to do.
• · The non personal approach to recruitment is easy to ignore.

Further information

Recent surveys reveal that more adults than ever are prepared to volunteer to do some form of voluntary work. (Around half of all adults)

More people did voluntary work in 1991 than in 1981 and the trend is on the increase.

Around four million people work with young people in the UK.

About half of the adult population are prepared to support Scouting in some way.

One in twenty five adults would be prepared to become Scouters.

A quarter are prepared to help raise funds.

Volunteers are prepared to give on average around two hours a week to an organisation.

Half of all volunteers did so because they were specifically asked to do a defined job.

Only ten percent responded to an advert or appeal.

People are more likely to volunteer if they are asked to do a specified job for an agreed period of time.

The six step Process

1. Define the job that needs to be done

Specific tasks

Where & when

Who they will be working with

What help & support is available

What resources are provided

How long you want them to do the job

2. Identify the skills and qualities needed.

3. Generate a list of who can do the job

4. Target the best choice

5. Ask your best choice to do the job

Explain background to your approach

Explain detail of the job

Stress why you think they can do the job

Be prepared to answer questions

Ask them if they will do the job

Agree what happens next

6. Offer support and welcome them into Scouting

Outline training and support available

Dates of training courses

Complete application form

Give welcome pack

Interview with District Commissioner

Visits to other Groups/sections

Arrange for appointment interview

Give them real tasks to do