[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-256648-105":53,"doc-detail-256648-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","resumes-and-interviews-hardly-for-volunteers","Résumés and Interviews: Hardly for Volunteers","","This article discusses the application of resumes and interviews in the context of volunteer work. Nick Levinson, a volunteer coordinator, argues that traditional resume screening and interview practices, often employed in paid employment, are not always suitable or effective for volunteer recruitment. He highlights that volunteers are driven by different motivations than paid employees, and assessing their suitability requires a different approach. Levinson suggests focusing on a volunteer's passion, skills, and the specific needs of the organization rather than rigidly adhering to resume conventions. He proposes alternative methods for assessing potential volunteers, such as informal conversations, trial periods, and understanding their personal motivations. The article also touches upon the benefits of volunteering beyond career advancement and emphasizes that many organizations may not need a formal resume for volunteers. It provides practical advice for both volunteers and organizations on how to navigate the recruitment and selection process effectively, ensuring a good fit for both parties and maximizing the volunteer experience.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/resumes-and-interviews-hardly-for-volunteers/256648/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/resumes-and-interviews-hardly-for-volunteers/256648.png","ImageObject",442,249,{"name":88,"@type":89},"Violet","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-20","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":76},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Why might traditional resume practices be unsuitable for volunteer recruitment?","Question",{"text":108,"@type":109},"Traditional resume practices are often designed for paid employment and may not effectively capture the motivations, passion, or diverse skill sets of volunteers, who are driven by different priorities.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are some alternative approaches to assessing volunteers instead of relying solely on resumes?",{"text":113,"@type":109},"Instead of formal resumes, organizations can consider informal conversations, trial periods, assessing a candidate's passion and alignment with the organization's mission, and understanding their personal motivations for volunteering.",{"name":115,"@type":106,"acceptedAnswer":116},"What is the author's perspective on the use of titles and past relationships in volunteer screening?",{"text":117,"@type":109},"The author suggests that while relationships can be important, obsession with titles in volunteer roles can be misguided, and the focus should be on the candidate's ability to contribute to the organization's goals rather than their past professional hierarchy.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},256648,1789305995,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":60,"file_id":130,"file_url":131,"file_type":132,"file_size":133,"view_count":76,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":134,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":79},4398048950312,"https://ap-avatar.wpscdn.com/avatar/400002538284de19e3c?_k=1778320343897328908","cbCaipjaHMw805ft","https://ap.wps.com/l/cbCaipjaHMw805ft","pdf",375433,10,"English","# Résumés and Interviews: Hardly for Volunteers\n## 1. Programs that use them tend to apply the wrong model to volunteer selection\n## 2. These systems foster competition where none should exist\n## 3. Résumés tend to hide what's not\n## 4. Interests tend to get confused\n## 5. Interests are distracting. We're giving service to further your ends.\n## 6. Titles are in short supply\n## 7. Relationships are important. Past relationships may tell you something about future ones.\n## 8. Responsibility doesn't need to be measured by a résumé, nor is it so evident from an interview.\n## 9. In most contexts, even competitive ones, screening turns out to be completely unnecessary.\n## 10. Extensive intake simply to keep you busy is a miserable waste of time. The agency needs you more.","[{\"question\":\"Why might traditional resume practices be unsuitable for volunteer recruitment?\",\"answer\":\"Traditional resume practices are often designed for paid employment and may not effectively capture the motivations, passion, or diverse skill sets of volunteers, who are driven by different priorities.\"},{\"question\":\"What are some alternative approaches to assessing volunteers instead of relying solely on resumes?\",\"answer\":\"Instead of formal resumes, organizations can consider informal conversations, trial periods, assessing a candidate's passion and alignment with the organization's mission, and understanding their personal motivations for volunteering.\"},{\"question\":\"What is the author's perspective on the use of titles and past relationships in volunteer screening?\",\"answer\":\"The author suggests that while relationships can be important, obsession with titles in volunteer roles can be misguided, and the focus should be on the candidate's ability to contribute to the organization's goals rather than their past professional hierarchy.\"}]","Résumés and Interviews: Hardly for Volunteers | PDF"]