When it comes to recruiting volunteers, data can be your best friend. You’ve probably heard the old adage “people don’t quit jobs; they quit managers.” But was that always true? What if employees were quitting because they were being overworked or underappreciated? Or what if they were leaving because their salaries had been frozen for several years in a row? If you could identify these trends, maybe you could take action to keep your employees happy and engaged. Data can help you predict things like retention, engagement, and employee turnover—all things that can make a huge impact on your organization’s bottom line. And luckily for us humans who aren’t all that good at math, most organizations have access to more data than ever before:
Data is a powerful recruiting tool.
Data is a powerful recruiting tool. It can help you predict things like retention, engagement and employee turnover–all of which are critical to your company’s success. And when it comes to understanding your customers or clients, data is even more useful.
Data is also useful for understanding what motivates people to take action on different platforms:
- What kinds of content do they respond best to?
- How do they engage with different types of media?
- Are there any patterns in their behavior over time that indicate how likely they are going to join your campaign in the future?
The data you have available may surprise you.
The data you have available may surprise you. Data can be found in a variety of places, including:
- Employee records and performance reviews
- Volunteer applications, surveys and interviews
- Customer service logs and other customer interactions
How can I get my hands on more data?
If you don’t have a lot of data, the first step is to ask your team. They might not be aware of all their own information, but they can certainly help you find it. If that doesn’t work for you or if the data isn’t available in a format that’s easy for them to share (like Excel spreadsheets), then consider checking out your own website traffic logs and analytics reports. You may also want to check out other companies that are similar in size as yours or even competitors–they might have some interesting insights into their customer base that would be helpful when planning promotional strategies.
Finally: look at industries outside of politics!
Can I use this data to predict the future?
Yes. You can predict the future with data.
- Predict retention and engagement: In order to build a robust volunteer program, you need to know which volunteers are going to stick around and which ones are ready for the trash bin. With enough data from your recruitment efforts, you’ll be able to identify patterns in how volunteers engage with your organization and predict their likelihood of staying involved over time. This information can help you streamline the process of recruiting new volunteers by focusing on those who have been most successful at engaging with your organization–and it also gives staff members more confidence about approaching those who seem like likely candidates for engagement (or disengagement).
Data can help you predict things like retention, engagement, and employee turnover
Data can help you predict things like retention, engagement, and employee turnover.
You can use data to identify the most at-risk employees and take action before they leave. It’s also helpful for determining which employees are likely to be successful in their roles so that you can focus your time on them instead of those who might not make it through training or onboarding programs.
Data is a powerful tool for recruiting volunteers, but it’s not the only one. You can use data to predict future retention and engagement levels of your current volunteers, but you’ll also need to know how they feel about their experience with your organization in order to get them on board in the first place. Data alone won’t be enough unless you understand how people feel about their volunteering experience
