How to make the right hiring decision and offer the job to the right volunteer coordinator | Track It Forward

Deciding on the right volunteer coordinator for the job

Written by James McBryan

So how do you pick who to hire?

Did you go through the list of interview questions, things to look out for, and any red flags to avoid from our previous article but still don’t know who to hire? Sometimes, after the interview is over, you just know when you found the right person. Other times, it may not be as easy.  If they look good on paper, sound good in person, and don’t have any red flags, here are a few more tips to help you choose the right volunteer coordinator for the job once you’ve narrowed them down to your top favorites.

1. Choose the person that is excited about relationships. We can’t stress this enough! This job is tough, but it’s much easier when you have people you can learn from, people you can relate to, and people you can grow with. Successful volunteer coordinators thrive on community, conversation, and relationships. They love being around people, they love bringing people together, and they love finding new people to recruit to join their cause. 

2. Choose the person that is eager to grow as a leader. Someone that is looking to grow in their management experience and wants to go up the ladder, is someone is vested to stay for the long term. If someone isn’t interested in resume building or professional development skills, then they won’t be motivated to grow and be better at their job.

3. Choose the person who not only cares about your mission but is also invested in it. If they aren’t invested, then they’ll do the bare minimum. But if you find someone with passion and zest, you know they’ll do everything they can to grow your organization and make it better than ever.

And what do you offer them?

This should be the simplest part of the hiring process. 

The offer letter doesn’t need to be anything fancy. However, there are some key things that your candidate will be looking for prior to accepting the position. 

  • Start Date - The date when employment will begin
  • Wage and Hours - Hourly or salary rate, and the expected work days & hours of the position
  • Job Duties - List of responsibilities that the coordinator will have. (You can take this from the job posting)
  • Holiday & Vacation Time - What are expectations around holiday and vacation time off
  • Personal & Sick Time - What are expectations around personal days and sick time 
  • Health Coverage (if applicable) - When does coordinator qualify for insurance, and what are the terms


Lastly, don’t forget to make a spot for where you and the employee sign off!

Good luck! Let us know if you find someone.