How to Interview and Assess Potential Volunteers
One of the most important responsibilities of a local SHIP coordinator is to evaluate the qualifications of prospective volunteers prior to placing them in a counseling, outreach or program support position. An important part of the evaluation process is an interview. During an interview you have an opportunity to determine qualifications, to assess commitment, and to answer questions about your expectations. Schedule interviews in advance and as soon as possible after a person has expressed interest.
Consider if you want to interview prospective volunteers on your own or with a team that includes other staff members or volunteers. Those responsible for interviewing are encouraged to proceed with tact, courtesy, and to be well prepared. All interviews should be held in private.
Effective interviews will accomplish the following goals.
- Assess the applicants' abilities, skills, and motivation for serving as a SHIP volunteer.
- Determine their understanding and acceptance of the SHIP's mission.
- Provide an opportunity to review and discuss the position description.
- Encourage the prospective volunteers to ask questions and to express concerns.
- Determine if the applicants have a conflict of interest that prevents assignment as a SHIP counselor.
- Provide the first step toward the volunteer orientation process.
- Provide for a referral to another agency if there is not a good "fit."
Make sure that you and the other interviewers have detailed information on the volunteer position, a list of pre-determined questions, tracking forms, completed applications, and resumes as appropriate. Take time to review the information before the interview. Applications completed before the interview can provide insight into the prospective volunteer's experience, and can help to formulate follow-up questions.
There are a number of questions that are illegal to ask during an interview.
- Race, national origin, or birthplace
- Age, height, or weight
- Marital status
- Child care arrangements or pregnancy
- Religious affiliation
- Arrest record
- Military discharge
- Credit card information or home ownership
- Length of community residency
- Personal health
- English language skill
In general, it's best to ask questions that relate directly to the applicants' ability to perform the volunteer work. For example, if a position requires a specific physical task and the requirement is listed on the position description, you can ask the applicants if they can meet that requirement.
