Volunteer Coordinator
Also known as: Volunteer Manager · Volunteer Programme Coordinator
Recruits, schedules and guides volunteers for an organisation, matches their deployment to organisational needs and keeps in touch about motivation and availability.
The volunteer coordinator recruits new volunteers, schedules their deployment and is the point of contact for questions or dropout, without an employment relationship in place. Unlike a team leader, they have no formal authority over appraisal or dismissal and must keep people motivated without salary as leverage. Selection often looks at social skill alone, while timely parting ways with an underperforming volunteer without damaging the relationship with the organisation is the hardest part of the role in practice.
Competencies to measure
These are the behavioural and ability constructs in this profile. Each one shows which hrmforce questionnaire measures it.
| Competencies to measure | Target level | hrmforce instrument | Assessment method | Behavioural anchor at target level |
|---|---|---|---|---|
| Directing and steering people Competency (50-framework): Management Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Sets expectations and boundaries per team member, addresses deviating behaviour directly and records agreements in writing. |
| Managing workload pressure Competency (50-framework): Stress resilience | N3 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Safety awareness Competency (50-framework): Discipline | N3 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
Short profile
The ten heaviest skills in this profile. The full profile with every skill, behavioural anchor and assessment method is in the download.
| T | Skill | Target level | Weight | Knockout | Assessment method |
|---|---|---|---|---|---|
| G | Directing and steering people | N4 | 5 | yes | Assessment centre |
| V | Planning and organising | N4 | 5 | yes | Work sample test |
| V | Monitoring progress | N4 | 4 | no | Structured interview |
| V | conflict handling | N3 | 4 | yes | Assessment centre |
| V | giving feedback | N3 | 4 | no | Assessment centre |
| V | holding others to agreements | N3 | 4 | yes | Assessment centre |
| V | Translating direction into goals | N3 | 4 | no | Structured interview |
| V | Delegating | N3 | 4 | no | Assessment centre |
| V | Conducting performance conversations | N3 | 4 | no | Simulation |
| V | Coaching | N3 | 4 | no | Simulation |
See all 25 skills in the full profile
Assessment instruments for this job
Competency Check
Behavioral-Level Competency Assessment
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Pulse Survey
Periodic measurement at the team and organizational levels
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Development Review
Structured development interview
Conflict Styles
Preferred style in conflict situations
Communication Styles
Preferred communication style
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Structured interview
Behavioral interview with a fixed structure
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
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