Implications of Volunteering on Leadership Development and Staffing in General

A link in a today's Interbiznet daily led me to read the
2008 Deloitte Volunteer IMPACT Survey
http://www.deloitte.com/dtt/article/0%2C1002%2Ccid%25253D203301%2C0...

The survey's core quote is

“91 percent of survey respondents agree that skills-based volunteering would add value to training and development programs, but only 16 percent of companies intentionally offer skills-based volunteer opportunities for employee development, on a regular basis.”

Let's assume for a moment that there is truth here and that corporation's that support and nurture volunteerism are likely to increase their leadership bench strength.

It raises several interesting questions:

Do we as recruiters automatically add value/weight to resumes that include significant volunteerism without regard to whether it is relevant to the specific job?
Does the algorithm in your ATS cause qualified applicants with significant volunteer activities to rise above those who do not - all things otherwise equal?
Does you application, profile even capture volunteer activities in a formal way?

Are recruiters who aspire to be team leaders, staffing managers, directors, global staffing vps encouraged and supported in your firm to get involved with volunteer activities?

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