• Aim to keep the interview as relaxed as possible.  It should be a two way process, an opportunity for both parties to find out more each other
  • Set aside enough time without interruptions
  • Make sure you have everything to hand that you may need including any forms, reports or policies that you may want to give the volunteer


Interview structure

Even though the interview may be informal you should have a structure to ensure that you gather the necessary information and treat all volunteers fairly and equally.  The following are areas that you may want to cover:


About the organisation

  • Your aims and how volunteers fit in
  • The opportunities to volunteer eg role descriptions
  • The training and support available
  • Your expectations of volunteers eg any policies that affect volunteers
  • Any time commitment
  • Resources available to volunteers


About the volunteers

  • What made them want to volunteer with you
  • What they hope to gain through volunteering
  • What they know about your client group
  • Relevant skills, interests and experience
  • Availability
  • What support need they have
  • Names of potential referees


Coming to a decision

  • At the end of the interview discuss whether you are both happy to proceed.  If you need time to decide, then make it clear what the deadline is for letting them know. If you are proceeding let them know what the next step is eg references. Consider a trial period. If you have to turn someone down give constructive feedback about why


General points

  • Say that the interview is confidential but explain what this mean eg that the information will be seen by the volunteer manager or HR manager
  • Use open questions eg ones that demand more than a yes or no answer
  • Be open to adapting the role description to accommodate individual volunteers skills or support needs
  • Make sure you allow enough time for any questions that the volunteer may have