Bringing in the Best Volunteer screening as a retention toolFairfax Court Appointed Special Advocates (CASA)November 2, 2012

Screening -- measures

Of the prospects who attend information

sessions:

• 40% will submit an application

• 43% of applicants will be accepted for

training

• 35% will be sworn in as CASA volunteers

Before

In FY10

• New volunteers never taking a case: 21%

• New volunteers dropping cases: 4%

On October 1, 2010:

• Volunteers assigned to cases: 135

• Children waiting: 53

After

In FY12

• New volunteers never taking a case: 2%

• New volunteers dropping cases: 2%

On October 1, 2012:

• Volunteers assigned to cases: 157

• Children waiting: 6

Screening at Fairfax CASA

• Establish clear expectations

• Identify the core competencies

• Take a behavior-based approach to

interviewing

• Assess during training

• Reiterate expectations

The Application Process

• Information Session (orientation)

• Application

• Telephone Interview

• In Person Interview

• Accept Into Training (or reject)

Identifying Competencies

• Work as a team• Base competencies on the job

description• List all competencies required for the

position• Prioritize the list• Pare down to 8 – 10 key competencies• Use the competencies throughout the

screening process

Top Five Competencies

• Time/schedule flexibility• Sense of commitment/responsibility• Perseverance• Objectivity• Appropriate boundaries

Developing the Interview

• Questions should measure key competencies

• Behavior-based questions are questions that elicit specific examples of a skill

• Past behavior is the best indicator of future behavior/performance

• For example:• “Tell me about a specific time

when…”• “Give me an example of a time in

which…”

Measuring Competencies

Tell me about a time you were frustrated. How did you handle it? (Interpersonal skills: 1 2 3)

Conducting Behavior-based Interviews

• Be a skilled interviewer• Look for concrete examples, not

hypotheticals• Ask follow up questions/probe as

necessary• Watch body language• Remain objective• Score the interview based on

competencies

Red flags

• Scheduling difficulties • Inappropriate sharing/boundaries• Defensive about application/interview

process• In a time of transition/major life events• Overly emotional

Conducting Behavior-based Interviews

• Look for concrete examples, not hypotheticals

• Ask follow up questions/probe as necessary

• Remain objective• Watch body language• Score the interview based on

competencies

Final steps

• Program staff assess candidates as a group

• Continue to assess during training• Meet with the Executive Director

Reiterate commitment

Contact Information

Elisa KosarinAssociate Director, Recruitment And Trainingekosarin@casafairfax.org(703) 273-3526, x22

Fairfax CASA4103 Chain Bridge Rd., Suite 200Fairfax, VA 22030http://www.fairfaxcasa.org