We tend to do group informal chats, and individual informal chats for those that request it, or require it. We've just reverted back to face to face having being doing them over teams since covid. The volunteer service conducts these informal chats for all our general volunteer roles. Those voluntary roles that are specialised i.e. Chaplain, Peer Supporters for NICU or bereaved parents are conducted by the senior managers in that field. For general roles, it's rare we turn people away, as we like to try and give everyone the opportunity to volunteer and will work with individuals to find a role that suits them. On the rare occasion, we've turned someone away, that person has demonstrated undesirable traits or inappropriate behaviour that's providing sufficient evidence to decline their application. One example from several years back was a male applicant who had lived with his mum, recently deceased, and now wanted to volunteer at the women's hospital to grow in confidence and improve his communication skills around women!

Does anyone have any examples on how you turn an unsuitable candidate down?

Hi Jane,

I've had the chance to review the post you shared about refining the volunteer interview process, and I wanted to offer some insights that I believe could be quite valuable.

• Different Interview Methods: Firstly, it's fantastic to see your dedication to enhancing the interview process for potential volunteers. Your team's adaptability, especially throughout the pandemic, is truly commendable. It's evident that you're invested in ensuring a seamless and meaningful experience for both candidates and your organization.

• Interview Format: Regarding the different interview methods, I'd like to share some thoughts that might resonate with your current situation. While face-to-face interviews provide that personal touch, I've found that incorporating video interviews can be a great way to bridge the gap between in-person and remote interactions. They allow for a deeper connection than phone interviews and can be especially effective for roles that involve virtual collaboration or remote tasks.

• Telephone Interviews: Furthermore, considering your question about telephone interviews, I've seen instances where they serve as excellent preliminary screenings. They're particularly useful for evaluating candidates' verbal communication skills and initial fit for the role before committing to more resource-intensive in-person meetings.

• Interview Formats: In terms of interview formats, a structured approach with a standardized set of questions ensures fairness and consistency across candidates. However, don't underestimate the power of behavioural and situational questions, which can offer valuable insights into a candidate's problem-solving abilities and past experiences.

• Candidate Feedback: When it comes to delivering disappointing news to candidates who might not be the best fit, I've always found that providing constructive feedback can make a significant difference. It demonstrates your organization's commitment to growth and development and can encourage candidates to refine their skills for future opportunities.

• Unsuitable Candidate: Managing the influx of volunteers while maintaining a suitable fit is an essential aspect of the volunteer program. Just as we do with paid roles, we approach this situation professionally and respectfully. When addressing candidates who may not align with our current needs, it's important to convey appreciation for their interest and time. While we are unable to accommodate everyone, we value their enthusiasm for contributing to our cause. We want to ensure that our volunteers have a fulfilling experience BUT are aligned with our mission.

I truly hope you find these suggestions useful, Jane. Please feel free to reach out if you'd like to discuss these ideas further.