A good way to "recruit for retention" is to recognize red flags when screening applicants. If they're looking for a "job" rather than a unique service opportunity, they may quit as soon as a better "paying" opportunity comes along.

Emily Kubiszewski, VISTAs for American Red Cross of Indianapolis, says she doesn't recruit at unemployment offices or job fairs because "a majority of attendees want a far more lucrative opportunity." Instead, she targets university service and career fairs.

Linda Burkholder, Folsom Cordova (CA) Family Support Services, says she looks at the applicant's motivation during screening. Press the play button to hear why she thinks this is the most important factor.

Coleman Smith, Rocky Mountain Youth Corps (Steamboat Springs, CO), also focuses on motivation in interviews. Check out this list of screening questions, which can be adapted for your program.

Go back to Recruiting for Retention