Consider how much time the task needs. Don’t set it out as mandatory working hours, think more flexibly. Instead of just “5 hours a week” say “we expect the role to take up 5 hours a week” or “we would love to recruit a volunteer who is usually available 5 hours a week”. 

Can they take a week off or do less hours? Yes; as volunteers, their time and effort are donations rather than reimbursement for pay, and what is freely given can be freely withheld. This means part of recruiting the right volunteer is finding someone who’s looking to donate the amount of time you want. 

Next think about what the task involves, e.g., mowing grass. Also think about the bigger context of the role “to mow grass as part of our biodiversity plan for the meadows”. 

What skills do you need them to have before they show up? What skills are required and you can train them in? What extra skills or interests are desirable? Be careful not to exclude volunteers by putting a desirable skill as essential. 

For example, if they are using a ride-on mower, can you offer the training for this or do they need a pre-existing qualification? Are you going to write risk assessment for the task or does your volunteer need to do this? Is an interest in biodiversity helpful? If so, is your recruitment method likely to reach and appeal to a volunteer with that background? 

Is the role working alone, part of a team of volunteers who work separately, or as a group working party? Different models will appeal to different volunteers. Can you be flexible with working conditions to suit the volunteers you recruit?

Then think about how this role will fit in your organisation. Who will the volunteers report to? How independent will they be? Every volunteer needs a Volunteer Manager; someone to report to in the organisation. This could be another volunteer or a paid member of staff. They are the first point of contact to agree tasks and activities. This person should be identified before you take on a new volunteer or volunteer task. 

Is your role subject to legal or safeguarding checks? E.g., if they are working with children it is likely you will need a DBS check. 

You should also consider what equipment, materials, or space (both work space and storage space) is needed and what budget you have for volunteer expenses.

Once you have written your role description you can then advertise the role.