Step 1:

Circulate details of the position as widely as possible

Voluntary organisations use a range of approaches for recruiting paid workers and volunteers. Many small organisations tend to rely on word of mouth to attract people or approach individuals who are already involved at some level. However, as well as having advantages, this approach to recruitment can have disadvantages in that it may serve to exclude individuals in the wider community and also lead to complacency in checking the suitability of workers. Voluntary organisations that tend to rely on this method of recruitment may wish to explore ways of widening their approach to recruitment.

The publication “Engaging Volunteers: A Good Practice Guide” (Volunteer Development Scotland) gives guidance on recruiting volunteers and researching the volunteer market. This publication is available free of charge from the VDS website www.vds.org.uk or by telephoning 01786 479593.

Voluntary organisations should also contact their local Volunteer Centre to get advice and support on how to find suitable volunteers in their local community. The names, addresses and telephone numbers of the volunteer centres can be obtained from VDS via the contact details given above.

Highlighting the need for Disclosure checks in adverts

Guidance from Volunteer Development Scotland in its publication Engaging Volunteers: A Good Practice Guide also highlights that any recruitment advertisement that describes a post which requires a Disclosure check should state that a Disclosure check at Standard or Enhanced level will be completed for the successful applicant before their appointment is confirmed and only after the applicant has been offered the position.

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