Volunteer vacancies

It can be done differently.

Start with the person, not the organization

Most job postings start with a description of the organization. That is understandable, but it doesn't grab attention. Who is looking for a volunteer? Start with what the reader wants to know: what will *I* be doing, and what will *I* get out of it?

Not: "Foundation X is an organization that is committed to..."

Yes: "Would you like to make a difference for a few hours every Saturday morning for children who could use extra support?"

Be specific about the task

Vague descriptions are off-putting. People want to know what they are going to do — not in abstract terms, but in concrete actions.

Not: "You assist with our activities."

Yes: "You supervise a group of four to six children during craft activities, every Saturday morning from 10 to 12."

State time investment and location

These are the two practical questions everyone asks immediately. Place them prominently in the job advertisement:

• How many hours per week or month?
• When (fixed day, varying, during the day or in the evening)?
• Where (address or region)?

A volunteer who does not know whether the time investment is feasible will not sign up.

Indicate what the volunteer takes away from it themselves.

Volunteering gives something back: satisfaction, new contacts, a skill, structure to the week. Mention that. Not as a sales pitch, but honestly.

"You learn to work with a diverse group of people and gain experience that will also come in handy on the job market" is more credible than "You make a difference!"

Conclude with a clear call to action

What should someone do if they are interested? Make this as easy as possible: a button, an email address, a phone number. And mention what happens next — when will you hear back?

Send a message via [sign-up button] or email [address]. We will contact you within three working days.

Next step

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