Abstract

Volunteers were at the heart of the Seniors for Habitat project, which joined RSVP and Habitat for Humanity chapters for demonstration projects. Finding devoted volunteers and keeping them satisfied with their volunteer experience was key. The Seniors for Habitat programs shared their most effective recruitment, retention and recognition strategies in the Seniors for Habitat Effective Practices Manual, May 2001.

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Issue

As eight Seniors for Habitat projects set out to recruit senior volunteers to help construct low-income housing, they found that recruiting dedicated senior volunteers and keeping them motivated would be the key to success.

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Action

Recruitment

• Know your audience.
  • Retired persons want to be valued for their abilities and expertise, not their age. The demonstration projects used messages that emphasized the vast resources present in the retired population ― such as honor to commitment, work experience, and flexible schedules ― not their birth dates.
  • Seniors also want ownership over their time and commitments. Seniors may be less likely than other volunteers to commit to a task or time that is predetermined and inflexible.
  • Lastly, retirees are drawn to opportunities where they can work with a group of like-minded individuals toward a common goal. Recruitment efforts that establish a group identify and emphasize the overall mission of the project, not just the task at hand, can meet this need.
• Understand your community. Communities provide different environments for volunteerism and different resources for recruiting. The number one question to ask is "what does this community know about my organization?" The answer can range from "nothing" to "everything" and a recruitment strategy should vary accordingly. Establishing name recognition through the media and other venues is important to communities that do not know much about your organization. Other important questions include:
  • What is the population size?
  • What is the average retirement age?
  • What other senior citizen organizations exist?
  • What types of employment were seniors engaged in before retirement?
  • Know what resources are available to you in the community.
  • Newspapers, weeklies, senior newsletters, cable, TV, radio, and community bulletin boards may be viable options depending on your community.
• Use a variety of recruitment techniques. The number one recruitment strategy reported by the Seniors for Habitat projects was positive word of mouth. Other volunteer recruitment techniques that worked:
  • Speaking at community forums, pre-retirement classes, public service announcements, home and building shows, even barber shops.
  • Using the media, including newspaper articles, advertisements on city buses, radio spots, letters to the editor, and Web advertising.
  • Distributing materials such as newsletters, brochures, table tents, posters, flyers, bag-stuffers for grocery stores and bill stuffers for public utilities.

Retention/Recognition

• A volunteer who feels rewarded and appreciated is likely to stay involved. Award early and often:
  • Present volunteer with a certificate of appreciation after the first few days of service.
  • Give little gifts like hats, pins, certificates, or tools.
• Invest in your volunteers:
  • Slip some training into a coffee break or recognition meeting.
  • Invite a guest speaker to address the group.
• Promote communication and group identity:
  • Keep in touch with volunteers on vacation.
  • Send holiday cards.
  • Ask for feedback and note suggestions taken.
  • Throw on-site birthday parties.
  • Send a newsletter, even when a volunteer is out of town for months.
  • Place a suggestion box on-site and check it regularly.
• Acknowledge a job well done:
  • Mention volunteer's involvement to others (organizations, family, friends).
  • Take pictures of volunteers working and display them at work site/office.
  • Hang a sign that reads "This office run in part by ..." and list volunteers.
  • Recognize extraordinary achievements in the newspaper.
  • Give breaks (sometimes with free food).
  • Host a brunch/lunch/picnic recognition event and ask for feedback.
• Offer an organized volunteer experience:
  • Keep office organized.
  • Respond quickly to volunteer inquiries.
  • Fully use and appreciate existing volunteers before recruiting more.
  • Recognize that volunteers may not want to do what they did in a former life.
  • Know when you have all the volunteers you need or can handle.

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Context

Beginning in the spring of 1999, eight RSVP chapters and eight Habitat for Humanity affiliates teamed up to explore the potential for an effective and mutually beneficial partnership between their organizations. They created an effective practices manual to document lessons learned from the Seniors for Habitat demonstration projects.

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Citation

Corporation for National and Community Service. Seniors for Habitat Effective Practices Manual. Washington, DC.:Corporation for National and Community Service, May 2001.

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Posted On

August 31, 2001

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For More Information

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Resources

From The Resource Center library:

Seniors for Habitat Effective Practices Manual

Item number: M1962

Related Practices

• Finding themes for recognition events for senior volunteers
• Going beyond annual banquets to recognize senior volunteers
• Creating imaginative recognition events for senior volunteers

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Related sites

Habitat for Humanity

Topic Areas

• Recognition
• Recruitment
• Retention
• Supervision
• Capacity building
• Community partnerships
• Partnerships
• Sustainability
• Senior Corps
• Volunteer
• RSVP
• Seniors
• Volunteer management

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