Selection Process

Does your club have a volunteer selection process?

Your club’s process for selecting volunteers will vary depending on the size and nature of your club and the number of potential candidates for a position. However, it is important to develop a selection policy and procedure even if there is only one candidate.

A selection process:

  • ensures that you get a person with the right skills and experience
  • shows transparency
  • ensures that multiple candidates receive a fair and equitable chance at getting the job
  • proves the person was chosen based on the selection criteria
  • helps you match the person against the position requirements rather than by his/her personality or willingness to do the job
  • provides a risk management strategy
  • ensures consistency within the club.
  • Important considerations when developing a selection process:
    • Make the vacant position as public as possible to ensure you get the best candidates applying.
    • Identify both essential and desirable qualifications, skills or experiences.
    • Ensure you include a screening process (more on this in the section ‘Screening Process’).
    • Make sure you are aware of Equal Opportunity requirements (Play by the Rules).
    • Decide how formal the selection process will be. Are you going to require written applications, interviews, etc. or will it be informal (verbal questioning)?
    • It is important to keep written records of candidates to ensure transparency and for future reference? Unsuccessful applicants often ask why they didn’t get the position. Keeping notes during the selection process can help with this conversation.
    • Keep the selection process simple.
    • Determine who and how many people will be on the selection committee. Usually three people is sufficient. If you are recruiting a new coach, you may want to have a committee member and another coach or a representative player on the panel. Having another coach on the panel is beneficial particularly when other members of the panel do not have a coaching background. A player on the panel can provide insight to how the new coach might fit within the team dynamics.
    • Make sure the successful candidate actually accepts the position before you notify unsuccessful candidates.
    • Speak to an applicant’s referee (e.g. previous club member, employer, etc.). This will provide you with valuable information about the applicant.
  • Example interview questions:
    • General:
    • Why are you interested in the position?
    • What relevant qualifications do you have?
    • What skills and experience can you bring to our club?
    • How did you find out about the position?
    • Have you held a similar position in another organisation?
    • Committee member:
    • Have you had any experience in handling cash?
    • What leadership experience do you have?
    • Have you ever supervised volunteers or paid staff?
    • Have you ever worked in an organisation that involved volunteers?
    • How proficient are you at using a computer?
    • Coach:
    • At what levels have you coached?
    • What ages have you coached?
    • How do you structure your training sessions?
    • Do you develop an annual training plan?
    • How do you motivate your players?
    • Are you aware that you will be a mandatory notifier and what that entails?

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  • Create Volunteer Selection Policy and Procedures
  • Determine general and role specific interview questions
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