Recruitment

Recruiting volunteers
Most Scout Groups and Districts would welcome more adult volunteers to help them deliver Scouting locally. These pages explain the recruitment model used by the Movement, what resources are available with more information on this subject and gives you examples of where using this model has worked well.

What is recruitment? - the six step approach
Whether you are looking for a Section Leader, Assistant District Commissioner, Group Treasurer or Colony Assistant, the six step approach to recruiting volunteers will help you find the person you need.

The good news is that volunteering surveys carried out across the UK suggest that the number of people volunteering in general is increasing. However the way that people volunteer is changing, particularly as people find they have more and more demands on their time. Bearing this in mind, it is important to make sure we recruit people into roles that they can do, and will be good at.

Six Step Approach

Step 1. Define the job that needs to be done
Think about the specific tasks that need to be carried out, rather than which "role" you need to fill. It may be that one person can do them all, but far more likely that a number of people could share the tasks.

Think about what actually needs doing, what will it involve?, where and when? and who they might be working with to help define the job that needs doing.

Step 2. Identify the skills and qualities needed
Try to describe the sort of person who could carry out the tasks you've outlined. Remember that a person may be ideal for one job but totally unsuited to another. Go through the key tasks, and think about what knowledge, skills or qualities the person who need to be able to do them.

Step 3. Generate a list of who can do the job
Get together a group of people from different parts of the community, and ask them to help you create a list of people they know who might be able to do the job. Often we immediately think of people who are already in Scouting, but if we cast the net a bit wider then new people can bring fresh ideas and new ways of doing things into Scouting. We can also share the workload involved in delivering really good Scouting.

Step 4. Target the best choice
Now that you have a long list of people, start to compare their skills and qualities against those you idetified for your ideal recruit. Be careful not to make assumptions about people - if you don't know enough about them make a note to find out more about them.

At this point you might want to make a shorter list and decide who you want to approach - so try to put them into order of preference. The person at the top of your list is your 'best choice'. Keep hold of your short list, just in case.

Step 5. Ask someone to help you
You need to plan how you will ask your 'best choice' so that they are most likely to say yes. Think about: Who the best person is to do the asking, arranging a time to meet with them, what you will say at the meeting, agreeing the next steps with the individual.

Step 6. Offer support and welcome them into Scouting
If they say no - then go back to your short list and ask the next person on the list.

If they say yes - then the next stage is to agree the next steps with them. What is the process from here on in?

Agree with them what the role they have taken on will entail - more information on this be found in the agreeing your role section.

Also, make sure they have all the support they need, and make sure they are properly welcomed into Scouting by starting on the integration phase.

» Integration

(Taken from ScoutBase UK)