1. Recruitment retention engagement
Presented by: Rebecca Joyner,
Youth Investment Center Project Manager

2. Introduction: Recruitment Retention Engagement Do’s & Don’ts Process
Applicants
Retention
Member needs/expectations
Roles & Responsibilities
Engagement
Member recognition
Supervision
Esprit de corps

3. Recruitment 101
Know the program specific requirements (i.e. data submission, performance measures…)
Application acceptance process—Gather the materials required to complete an application and set up processing procedures and deadlines.
Interviewing process—Schedule times for screening applications, conducting interviews, and checking references. Create forms to document these activities to keep in applicants' files.
Selection strategy—Decide the criteria for accepting a candidate, who will make the final decisions, and if there are any other people (staff or project partners) who need to have input on the final decision. Make sure you build in time to check references
Recruitment Tips Handout

4. Recruitment Process
Write a position description, utilize AC Program position description (ask your project manager)
Creating an outreach plan
Establishing processes for handling applications, interviewing candidates and selecting and placing new members
Developing a welcome letter and program manual
Establish processes for conducting required criminal history and background checks (CAPC)

5. Recruitment: Tools Craigslist: (Handout)
MyAmeriCorps/egrants (Handout)
Service Year
Idealist
Handout: Craigslist Handout
Using egrants

6. Screening Applicants
Follow up with applicants. Design a strategy to efficiently and thoroughly follow up with candidates.
Identify candidates to interview. If you haven't developed an applicant screening procedure, do it right away!
Refer applicants who don't suit your needs. Have a system in place to refer qualified candidates who may not best fit your program to other opportunities (e.g., resumes to CAPC Project Managers.)
Prepare for interviews. Have an effective interviewing process in place that allows thorough assessment of the candidate's abilities, interests, and commitment and which ensures interview questions and scenarios are legal and appropriate.

7. Interview Process Schedule and availability
Knowledge of AmeriCorps and National Service
Interests
Educational & Professional goals
Are they civically motivated?
Defining Terms of Service and contract: 1 Year commitment
potential members and ask them what time works best for them
Interview questions List handout

8. Information guides
Written description of community, needs, program goals & activities
Benefits
Requirements
End of Service: Ed Award
Training & Member Development
Living allowance
Handout: Program info sheet

9. CAPC Enrollment Process: Enrolling AmeriCorps Members
The Sooner the process the better!

10. Discussion: What works for you?
???

11. Retention: State clear expectations and responsibilities
The Importance of Supervision
Recognizing members accomplishments: sharing with Agency and CAPC
Training & Development

12. Retention: member needs
Survival guide
Site Placement Handbook or info sheet
Clearly explained expectations and responsibilities
Support & Supervision
Professional Development
Member Recognition
Resource Guides

13. Training & Member Development
CAPC AmeriCorps Training
Service Site specific training
Professional Development
Training Schedules & tracking
Members should be equipped with the necessary tools and knowledge of their service before providing direct service.
Remind members about bigger picture and impact that their service has.

14. Retention: Supervision
Site supervisors should be trained on efficient supervision and how to support members
Member & Supervisor handbook: are your friends
Communication: regularly, efficiently, equally with all members
Encourage members to collaborate on your site and across sites.
Seek input from your members.
Utilize member evaluations.

15. Retention: Reflection & recognition
Recognize your members regularly at your site and to CAPC: AmeriCorps Week, member of the month, Success stories.
Keep an up to date log of trainings and goals for the member’s term.

16. Retention: Avoiding burnout
Self Care
Acknowledge it will happen
Remember: they are not employees

17. Retention Discussion
???

18. Supervision, Communication & Evaluation
Planning(Info Sheets, position Descriptions…)
Recruitment & Selection
Orientation & Training
Supervision, Communication & Evaluation
Reflection & recognition

19. AmeriCorps and your agency
AmeriCorps members are not employees- and should be recognized on site for the national service they are providing through your agency and to the community they are serving in.
Newsletters: Share Member Success stories
Member of the Month
Agency Award System
Board Meeting Recognition
AmeriCorps Week
Potluck

20. AmeriCorps and your agency
Supervision!!!
What are your strengths
What are your challenges
This is your time with your members one-on-one, utilize this time to have members reflect and for you to recognize their strengths
Group supervision: praise each other's strengths

21. AmeriCorps members and the community
Agency Events
Outreach: what do members bring to your agency?
Newsletters
Collaborative Meetings
Board Meetings
On Site Branding
Recruitment for following terms

22. Questions???
If you would like any of the templates for materials that you received today please feel free to or call me:
Rebecca Joyner,