Amateur Swimming Association : Recruitment

Clubs often have detailed development and financial plans, however few have plans for their most valuable asset-their human resource. Volunteering is all too often left to chance. Nobody takes responsibility for volunteers or for putting volunteering on the management agenda. As a result many clubs do not have sufficient volunteers, and the turnover of volunteers is high, or they cannot find people with the skills needed for voluntary roles. Volunteers can become over burdened, out of their depth or disenchanted with their involvement.

It is important that as a club you spend time planning, to be able to set yourselves short, medium and long term goals. Think about the needs of your club, for example, what are you lacking, how can you improve, what do you already do well and why?

It may be useful to carry out a Strengths Weaknesses Opportunities and Threats analysis (S.W.O.T) on your club. This will enable you to:

Identify where you currently are and what you are doing well
Identify what areas you may be weak in and why
Identify areas of opportunity for improvements in current areas or development of new ideas
Identify possible threats, currently or in the future, to your club and your volunteers

Talk to people around you, who may be able to offer advice, offer a neutral viewpoint or suggest ideas. Speak to your RDO, volunteer co-ordinator, your committee or other local clubs.

Use this list as a starting point for the sort of information you may want to find

What jobs need to be done?
What positions are available?
What is involved in such jobs or positions?
How much time would someone need to commit?
What sort of person would be best suitable, what skills would be helpful or necessary?
What could they expect to get in return? Expenses, training, rewards, friendship?
Where can you find such people?

Role Description

Before you can begin to recruit it is important to know which volunteering position you are trying to recruit for. Using the answers to the questions suggested try to develop a role description for the position.
It is important that you are clear about what the position involves.
If someone has already been involved in the position speak to them to get honest feedback as to what is ‘really’ involved.
Let people know what it is you want them to do and set standards. People want to do a good job and will appreciate what standards are required earlier rather than later.
To help yourself make a list of the skills and experiences which are required for the role. Are particular skills more important than experience? Can you assist the volunteer to achieve the necessary skills? Is swimming knowledge essential?
Try to steer away from a long list of tasks required for the position. Use the role description as more of a guidance for volunteers, and try to make the role sound fun and not too daunting!

Help and guidance with any of the tasks required to this stage can be sought from the ASA National Volunteer Coordinator, whose details appear on the volunteer homepage.

If you are volunteer coordinator it would be advisable to register yourself with the Sport England Volunteer Investment programme (VIP). Here you will be able to receive information and help regarding all aspects of your work with volunteers. Its easy and FREE to join, just call 0800 363 373.

For information on recruiting volunteers, click on the link below!

Recruitment guidelines