For a variety of reasons, fundraising is a very mobile occupation. Good people move on to other opportunities. Getting the right fit can be hard. That great resume didn’t work out when you brought the new fundraiser on board.

We’ve all been there.

Recruiting for your fund development department can be challenging. So why not look inside your organization for volunteers who might make excellent fundraisers? That’s how I got my start in fund and community development over 30 years ago, and it’s how I’ve been able to recruit some really committed, productive staff.

Four good reasons to transform volunteers into staff members

1. They already know your organization – probably quite well.
2. They’ve already demonstrated passion, and commitment to your cause.
3. You can coach and mentor them according to your style and guidelines – they’re not bringing any ‘baggage’ along from another organization.
4. You can save time and money that you’d spend on recruitment.

Tracey’s story

Tracey entered our charity as an office volunteer, willing to take on any administrative duties. She had great people skills, so in short order we asked her to take on the important job of calling our donors to say ‘thank you’ for their donations. Tracey embraced this job with enthusiasm. When a junior position came open on the fundraising team, we offered it to Tracey, who jumped at the chance to explore the world of fund raising. Three years later, she had been instrumental in raising over $2 million for our organization. And Tracey was climbing the fundraising career ladder, as well! 

Five qualities to look for

So what qualities would you look for in a volunteer who might be transformed into a strong, professional fund raiser? Here are my top five: 

1. High work ethic. The volunteer demonstrates old-fashioned hard work and commitment.
2. Strong people skills. The volunteer can ‘read’ people, cultivate good relationships, use humour and personality. She’s good at networking.
3. A good communicator – oral and written.
4. Fearless. Not easily embarrassed or put off.
5. Persistent. This person does not give up.

Three – maybe four – areas to train in 

Once you have those ‘soft skills’ on side, you will need to train the volunteer in just three to four areas (the rest is common sense and application):

1. Fund raising 101
2. Marketing and communication
3. Project management
4. Database management, if needed

Jon’s story

Jon was an enthusiastic, 20-something volunteer who had database management experience, and just wanted to help out. We quickly put him to work on Raiser’s Edge, where he proved himself a quick learner, and a creative thinker. Our full-time data assistant went on parental leave and we invited Jon to make the transition from volunteer to full-time database staffer. He was with us for nearly a year, until our new Mom returned to the team (after which, Jon moved on to a great job with another organization!).

In a world where demand exceeds supply – which continues to be the case in the world of good development staff – it can be productive to look inside your organization for good volunteers to fill staff positions.

Think outside the box. Be creative. Your organization, and your volunteers, will thank you! 

Susan Paul joined the Alzheimer Society of Ottawa and Renfrew County in 2009 and serves as the charity’s Director of Fund Development and Marketing. She has over 30 years in non-profit and charity management with a variety of organizations ranging from business, to education, to healthcare, and to the environment.

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