Introducing a probationary period for new volunteers coupled with a two phase interview / meeting framework prior to full engagement will realise a number of key benefits for both Volunteers and BRC as an organisation. Initial investment in the new potential recruit could be coordinated at the local level, then national level, as follows:
1. Potential volunteers would be interviewed initially locally by trained staff, with volunteer representation.
To brief the applicant on the regional focus of the BRC; to provide an overview of all the services on offer within the local region; to brief out the recruitment process; to elicit the desire and preferences of the applicant (service etc); to elicit the skill sets and any relevant life experiences of the applicant. To apply for relevant DBS checks. (these can usually be obtained within 24-48 hours now using the online service). Agree initial suitability of applicant to progress to next stage.
2. Applicant undergoes 4-6 week "active" probationary period across all local services ("Active" in this context means accumulated "On duty" time.). During this time the applicant is allocated staff and volunteer mentor and is closely supervised throughout. "Temporary" BRC ID could be issued immediately by local office. This would see the applicant able to engage at the soonest opportunity (virtually immediately).
3. During probationary period, logs kept by both BRC and Applicant as reference. These could include thoughts on likes and dislikes of the applicant and skills exhibited by the applicant that are identifies by the mentors.
4. At end of Probationary period a second 360 degree meeting is conducted, at which the views of the applicant are heard and discussed as well as the BRC recruiter.
Applicant: 1. to determine whether they remain interested in a volunteer role 2. To determine which of the services they now feel, post probation, they are best suited to and for which would offer most satisfaction for them.
BRC: 1. to determine whether the applicant is suitable for general volunteering duties, based upon a set of agreed and documented national criteria that take local and regional requirements into account. 2. If suitable, to collaboratively agree with the applicant a mutually suitable service. 3. If applicant determined not to be suitable for general Volunteer duties to be informed of such by the recruiter, clearly stating the reason why.
5. If successful, issue applicant full ID and access to IT systems.
6. Successful Applicants attend Foundation course
1. Ability to engage immediately with a service.
2. Mentoring provides opportunity to ask questions
3. Offers experience on all of the services within the scope of the region.
4. Provides an opportunity to withdraw application at any point.
5. Places the volunteer in the service of choice, best suited to their skills and personal preferences
6. Volunteer fully prepared and informed prior to full engagement
1. Permits immediate engagement within BRC.
2. Provides higher levels of confidence in volunteer pool
3. Knowledge that volunteer is "best placed" and therefore most satisfied with their role
4. Reduction in volunteer attrition rates
5. Offers "breathing space" to ensure administrative requirements are in place by time of full volunteer engagement.
6. Provides early visibility of skill sets and value-based assessment to identify development needs
7. Increases BRC credibility
8. Builds Flexibility into recruitment process
9. Reduces costs through higher retention rates (Equipment, training etc)
10. Permits credible national standardisation
11. Auditable process