How to hire a volunteer recruitment coordinator

How to hire a volunteer recruitment coordinator, step by step

Here's a step-by-step volunteer recruitment coordinator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a volunteer recruitment coordinator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new volunteer recruitment coordinator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The volunteer recruitment coordinator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A volunteer recruitment coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, volunteer recruitment coordinators from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents volunteer recruitment coordinator salaries for various positions.

   Type of Volunteer Recruitment Coordinator	Description	Hourly rate
   Volunteer Recruitment Coordinator	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$13-30
   Self-Employed	A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends... Show more	$12-21
   Human Resources Generalist	A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference... Show more	$19-36

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Volunteer Recruitment
   • Community Outreach
   • Outbound Calls
   • Muscular Dystrophy
   • Community Events
   • Non-Profit Organization
   • Community Organizations
   • Recruitment Efforts
   • Event Planning
   • Cold Calls
   • Fund Raising Events
   • Background Checks
   • Community Services
   • Facebook

   Check all skills

   Responsibilities:

   • Manage volunteer information, communication, on-boarding, and statistics in Salesforce database.
   • Create interest and demand for prospective students via html e-mails, web pages, and Facebook postings.
   • Coordinated/Conduct statewide community education forums/workshops on various Medicare topics.
   • Coordinated/Conduct statewide community education forums/workshops on various Medicare topics.

3. Make a budget

   Including a salary range in your volunteer recruitment coordinator job description is one of the best ways to attract top talent. A volunteer recruitment coordinator can vary based on:

   • Location. For example, volunteer recruitment coordinators' average salary in nebraska is 53% less than in district of columbia.
   • Seniority. Entry-level volunteer recruitment coordinators 54% less than senior-level volunteer recruitment coordinators.
   • Certifications. A volunteer recruitment coordinator with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a volunteer recruitment coordinator's salary.

   Average volunteer recruitment coordinator salary

   $43,436yearly

   $20.88 hourly rate

   ---

   Entry-level volunteer recruitment coordinator salary

   $29,000 yearly salary

   Updated January 13, 2026

4. Writing a volunteer recruitment coordinator job description

   A volunteer recruitment coordinator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a volunteer recruitment coordinator job description:

   Volunteer recruitment coordinator job description example

   Development Associate/Volunteer Recruitment CoordinatorDepartment: AdministrationReports to: The divisional Secretary for the Salvation Army of Alameda County (DSAC) Status: Full-Time Employment, 40 hours per week
   
   The Salvation Army Mission Statement:The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.BASIC PURPOSE
   
   The Development Associate/Vocational Recruitment Coordinator is responsible for supporting the fundraising and development activities of The Salvation Army in Alameda County and recruitment of volunteers for fundraising and program activities.
   ESSENTIAL DUTIES AND RESPONSIBILITIES
   
   DEVELOPMENT ASSOCIATE
   
   + Be the primary staff supporting Fundraising Event Coordination, including Spring Gala, Red Kettle Kickoff events, and other fundraising
   
   + Attend Alameda County Advisory Board meetings and serve as primary support staff to all Advisory BoardEvent and Development Committee
   
   + Maintain social media presence in coordination with DHQ Development staff and
   
   + Do a minimum bi-monthly e-newsletter for donors and volunteers using Robly or other software.
   
   + Coordinate quarterly donor tour programs.
   
   + Complete annual fundraising letters for annual Shelter room sponsorship and vocational training
   
   + Coordinate annual online red kettles and counter kettles.
   
   + Support fundraising events for all four Alameda County Corps as requested.
   
   + Assist in other related fundraising activities as
   
   VOLUNTEER RECRUITMENT
   
   + Recruit volunteers for on-site kettles for the four Alameda County Corps.
   
   + Contact area service clubs, churches, schools, and other community organizations to recruit volunteer groups tostaff red kettles in November and December
   
   + Coordinate online kettle and other volunteerism opportunities through Volunteer
   
   + Assist in recruiting volunteers for various projects for all four Salvation Army Alameda County Corps.
   
   + Supervise administrative intern volunteers to assist in events and special projects as needed.
   
   + Other related duties as
   
   OTHER DUTIES
   
   + Attend staff meetings as needed
   
   + Attend Alameda County Officer Coordinating Council meetings as needed.
   
   + Other related duties as needed
   
   KNOWLEDGE, SKILLS. ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
   
   + Associates in a related field or two years' work experience in a related field preferred.
   
   + Ability to keep ALL volunteer personnel matters confidential.
   
   + Highly organized and able to maintain file systems.
   
   + Reliable and dependable.
   
   + Excellent communication skills and experience working with non-profits; ability to work with diverse communities; strong verbal and written skills are
   
   + Ability to work independently and as part of a team.
   
   + Must be goal-oriented, self-motivated, and able to multitask.
   
   + Microsoft Office products, including Office 2003 (Word, Excel, Access, Publisher), demonstrated ability to read financial statements, create correspondence and maintain spreadsheets and databases.
   
   + Background knowledge of Salvation Army practices (policies and procedures} and organization helpful.
   
   + Valid CA driver's license.
   
   PHYSICAL REQUIREMENTS:
   
   + Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis.
   
   + Ability to grasp, push, and/or pull objects.
   
   + Ability to reach overhead.
   
   + Ability to operate the telephone.
   
   + Ability to lift up to 25 lbs.
   
   + Ability to operate a computer.
   
   + Ability to process written, visual, and/or verbal information.
   
   + Ability to operate essential office equipment and tools.
   
   + 10% travel required.
   
   Qualified individuals must be able to perform the position's essential duties with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.
   
   Qualifications
   
   Education
   
   Preferred
   
   + Associates or better
   
   Licenses & Certifications
   
   Required
   
   + Driver's License
   
   Experience
   
   Preferred
   
   + Associates in a related field or two years' work experience in a related field preferred.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   To find volunteer recruitment coordinators for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any volunteer recruitment coordinators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level volunteer recruitment coordinators with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your volunteer recruitment coordinator job on Zippia to find and recruit volunteer recruitment coordinator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit volunteer recruitment coordinators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new volunteer recruitment coordinator

   Once you've decided on a perfect volunteer recruitment coordinator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new volunteer recruitment coordinator. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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