Recruiting for Retention
Making a match that lasts
As a program director or supervisor, you know the rich rewards of service. You also understand some of the challenges facing a new member.
Being upfront about both the benefits and challenges can help you place members who are more likely to complete their term of service.
Find out some ways to recruit for retention:
- Providing site descriptions that are accurate
- Posting success stories online on program Web sites
- Differentiating between VISTA and AmeriCorps for applicants
- Using targeted screening to assure a strong match
- Explaining the realities of surviving on the living allowance
- Encouraging members to serve a second term
Seasoned program directors offer these tips about responding to applicants:
- Send the applicant a response within 24 hours of receiving an application or inquiry
- When applicants call, answer their questions fully and make them feel you'll give them all the time they need—after all, they're considering a big decision
- Give them info that tells them what your mission is and what their role would be
- Send applicants an assignment description that details responsibilities and needed skills
- Ask current team members to review the applicant materials to see if they cover what they would have wanted to know
Click the play button to hear seasoned program leaders talk about:
- Why retention matters to the member—Ellen Kazary of RurAL CAP VISTA (Anchorage, AK) explains that service lays the ground work for an entire career.
- Why retention matters to the community—Linda Burkholder, of Folsom Cordova (CA) Community Partnership believes retention is more about retaining a lifelong desire to service.
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Go on to Recruiting for Diversity
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