The interview is an important component to the comprehensive volunteer selection process and allows both the organization and the potential volunteer to make informed decisions about participation.
Without this significant step in the selection process, many misplaced or inappropriate volunteers may end up serving organizations, ultimately leading both the volunteer and the organization to be dissatisfied (Patterson, 1998).
Having the wrong person in a volunteer position causes increased stress and work for paid staff due to poor performance, volunteer dissatisfaction, complaints, and inadequate services delivery.
Interviewing allows the applicant and the interviewer to determine if there is a good match between individual’s interests, skills, abilities, and the organization’s needs.
Without this significant step in the selection process, many misplaced or inappropriate volunteers may end up serving organizations, ultimately leading both the volunteer and the organization to be dissatisfied (Patterson, 1998).
Having the wrong person in a volunteer position causes increased stress and work for paid staff due to poor performance, volunteer dissatisfaction, complaints, and inadequate services delivery.
Interviewing allows the applicant and the interviewer to determine if there is a good match between individual’s interests, skills, abilities, and the organization’s needs.
