How do you assess the skills and interests of potential volunteers?

2 How to prepare for volunteer interviews

Before you invite potential volunteers for an interview, you need to have a clear idea of what you are looking for, and what you can offer. You should have a detailed description of the volunteer role, including the tasks, responsibilities, time commitment, and skills required. You should also have a list of questions that you want to ask the volunteers, covering topics such as their background, experience, availability, interests, and expectations. You should also prepare some information about your organization, its mission, vision, values, and culture, and how the volunteers can contribute and benefit from joining your team.

3 How to conduct volunteer interviews

When you conduct volunteer interviews, you should aim to create a friendly and respectful atmosphere, where the volunteers feel comfortable and valued. You should start by introducing yourself and your organization, and explaining the purpose and format of the interview. You should then ask the questions that you prepared, and listen actively and attentively to the volunteers' answers. You should also encourage the volunteers to ask questions about the role and the organization, and answer them honestly and clearly. You should avoid asking questions that are irrelevant, inappropriate, or discriminatory, such as those related to personal or sensitive issues, or that imply assumptions or stereotypes. You should also avoid interrupting, judging, or criticizing the volunteers' responses, and instead focus on finding common ground and positive feedback.

4 How to evaluate volunteer interviews

After you conduct volunteer interviews, you should review and evaluate the information that you gathered, and compare it with the criteria that you set for the role. You should consider both the hard skills and the soft skills of the volunteers, such as their technical abilities, communication skills, teamwork skills, problem-solving skills, and adaptability. You should also consider their fit with your organization's culture, values, and goals, and their alignment with your cause and vision. You should also take into account their availability, commitment, and enthusiasm, and how they match with your needs and expectations. You should then rank the volunteers based on their suitability for the role, and decide who to accept, reject, or waitlist.

5 How to follow up with volunteer interviews

Once you have made your decisions, you should follow up with the volunteers as soon as possible, and inform them of the outcome of the interview. You should thank them for their time and interest, and provide them with constructive feedback and suggestions. If you accept them, you should congratulate them and welcome them to your team, and provide them with the next steps and details for their orientation and training. If you reject them, you should be polite and respectful, and explain the reasons for your decision. You should also offer them alternative opportunities or referrals, if possible, and encourage them to stay in touch and apply again in the future. If you waitlist them, you should be transparent and honest, and let them know the timeline and process for your final decision.

6 How to improve your volunteer interviews

Volunteer interviews are not a one-time event, but a continuous process of learning and improvement. You should always seek feedback from the volunteers, your staff, and your peers, and evaluate the effectiveness and efficiency of your interviews. You should identify the strengths and weaknesses of your interview methods, and make adjustments and changes as needed. You should also keep track of the performance and satisfaction of your volunteers, and see how they correlate with your interview results. You should also update your role descriptions, questions, and criteria, as your organization's needs and goals evolve.