Arelis and Russell from Rare Genomics Institute

• Arelis - vollunteer management director
• 165 active volunteer - 10 is the average, 5 hour minimum per week.
• 90% of volunteers do it completely voluntarily
• No paid staff - all HR is volunteers
• ED was connected to a grant. But still participating.
• 100% volunteer organizations
• Help individuals raise funds to fight rare genemics
• Software, infrastructure, patient advocacy, IT team
• Each team can submit funding requests, travel, conferences
• Receives donations from corporations
• 13 teams - science 2.0 team (such as scientists), grants team, HR, IT, patient advocacy to help them find resources
• HR Protocol - recruitment and volunteer engagement. Hire volunteers because they have a skilll set and a passion. Support their resume.
• Post positions in Volunteer match. Fill out a detailed questionnaire. Review them. Based n needs of the department. Needs are one thing. HR does initial fit interview. Then work with the specific team leads. Minimum 2 phone interviews.
• Initially, make it clear that even if you are volunteering, that you have the time and heart
• First on seriousness: 5 hours per week, and 90 day period requirement. Evaluate at 90 days. Provide a title at that time - they are 'accepted.' There are specific communication effectiveness needs. Talk about interview. We respect the volunteer and their time.
• Director of Talent Acquisition. Reviews and posts it. Typically - select the skills/abilities. Review those individuals. Then send them to the team for review. Review
• 30 minute interviews. "Wow, you are really taking this serious, like it was a real job". E
• Expected to hit the ground running. Introduces them to a project manager. Interviewed with team leader. Weekly team meeting.
• Every team has a position description for the work that they do.
• They know what they are getting into.
• HR does a 2 week followup.
• HR Team - VP of HR - oversight + direction. Dir of Volunteer Mgmt (+2) - engage volunteer. Dir of Talent Acquisition (+2) - takes info from teams. Manager of Volunteer Engagement.
• HR Chicken and egg - after retreat - if you want success, you will need to put energy into HR.
• Execution is not task completion. It's understanding how things work. Understanding why you need a position, what you need it to do, and how you retain talent.
• Infrastructure for allowing you not to wonder about what is going on - is important. Need to keep a record of hours. Submit hours to the IRS. So you can use that for corporate sponsors.
• Idealist.org - one of best websites for posting nonprofit job descriptions. Volunteer Match. Linked In - 2 interesting areas. Full time + a volunteer website recruiting. You do not need to buy advertising. RG uses Genome Web. Engineering sites. Hire for someone that could meet 2-3 needs. That I can trust. Then find that person as the technical recruiter.