17 Volunteer Coordinator Interview Questions and Answers

Do you have experience coordinating volunteers? Are you passionate about making a difference in your community? If you answered yes to both of these questions, then you might be perfect for a job as a volunteer coordinator.

Volunteer coordinators are responsible for developing and managing relationships with volunteers, as well as creating and overseeing volunteer programs. They also work with other staff to ensure that volunteer duties are properly delegated and that volunteers have the tools they need to be successful.

If you’re interested in this type of position, it’s important to be prepared for the interview. In this guide, we will provide you with some common volunteer coordinator interview questions and answers to help you get started.

Are you familiar with the volunteer management software that we currently use?

Volunteer coordinators often use software to keep track of their volunteers and the tasks they need to complete. The interviewer wants to know if you have experience using the same software that they currently use in their organization. If you are not familiar with the software, you can explain how you would learn it quickly.

Example: “I am familiar with Volunteer Management System (VMS) because I used it at my last job. It’s a great program for keeping track of all the information about your volunteers, including what projects they’re working on and when they need to submit their work. I think I could easily adapt to another VMS system.”

What are some of the most important qualities that a volunteer coordinator should have?

Volunteer coordinators are responsible for managing a team of volunteers and ensuring that they’re performing their duties effectively. Employers ask this question to make sure you have the skills necessary to be successful in this role. In your answer, explain what qualities you think are important for volunteer coordinators. Explain why these qualities are beneficial.

Example: “I believe one of the most important qualities a volunteer coordinator should have is patience. Volunteers often need help with various tasks, so it’s important to be able to provide them with guidance and support while also remaining calm. Another quality I think is essential is organization. Volunteer coordinators must keep track of many different details about each volunteer. It’s helpful if they can stay organized and use organizational tools like spreadsheets or databases.”

How would you describe the relationship between a volunteer and an organization?

This question can help the interviewer understand your perspective on how you view volunteerism and its role in an organization. Your answer should show that you value the relationship between volunteers and organizations, as well as the importance of volunteering to you personally.

Example: “I believe a volunteer is someone who wants to make a difference in their community or with a specific cause. They are willing to give up some of their time to do so. An organization is a place where they can find like-minded people and use their skills to support a cause. I think it’s important for both parties to respect each other and work together to achieve common goals.”

What is your process for managing and tracking the progress of volunteers?

Volunteer coordinators are responsible for managing the progress of volunteers and ensuring they complete their tasks. Employers ask this question to see if you have a system in place for organizing your work. In your answer, explain how you would use technology or other methods to keep track of volunteer activities.

Example: “I prefer using project management software because it allows me to organize my team’s projects and assign tasks to volunteers. I find that this is an efficient way to manage our workflow and ensure we’re on schedule with our goals. When I first started working as a volunteer coordinator, I used a free version of project management software. However, after seeing how beneficial it was, I invested in a paid version so I could access more features.”

Provide an example of a time when you had to manage a difficult volunteer.

Volunteer coordinators often have to manage volunteers who are not performing well. Employers ask this question to see if you can handle conflict and difficult situations. In your answer, explain how you handled the situation and what steps you took to resolve it.

Example: “I once had a volunteer who was consistently late for their shift. I talked with them about the importance of arriving on time and gave them some tips on how they could get to work on time. They were still late one more time after that, so I called them into my office. We discussed why being on time is important and how it affects our organization. After that conversation, they never arrived late again.”

If you had the opportunity to train volunteers on a specific skill or project, what would you choose?

Volunteer coordinators often have the opportunity to train volunteers on specific skills or projects. This question helps employers understand your interest in training and developing others. Use examples from previous experience that highlight your ability to teach, communicate effectively and work with a team.

Example: “I would choose to train our volunteers on how to use the organization’s database software. I’ve had experience using this program before, so I know it can be challenging for some people to learn. I enjoy teaching others new things, especially when it makes their job easier. In my last role, I trained volunteers on how to use the database software and helped them troubleshoot any issues they were having.”

What would you do if a volunteer consistently missed their scheduled shifts?

Volunteer coordinators often have to deal with challenging situations. An interviewer may ask this question to learn how you handle conflict and problem-solving skills. In your answer, explain what steps you would take to resolve the situation. You can also mention that you would try to understand why the volunteer missed their shifts.

Example: “If a volunteer consistently missed their scheduled shifts, I would first talk to them about it. I would want to know if there was an issue or if they were just unable to make their shift. If they continued to miss their shifts, I would remove them from the program. This is because I believe volunteers should be committed to helping others. Removing someone who isn’t following through on their commitment shows other volunteers that we are serious about our organization.”

How well do you communicate verbally and in writing?

Volunteer coordinators often need to communicate with volunteers, staff members and other stakeholders. They also may have to write reports or correspond via email. Interviewers want to know that you can effectively communicate in these ways. Use your answer to show that you are confident in your communication skills.

Example: “I am very comfortable speaking in front of groups and presenting information. I find public speaking to be a fun challenge, so I always try to make my presentations interesting and engaging for the audience. In addition to public speaking, I enjoy writing as well. Throughout college, I wrote several papers each week. I feel like I have developed strong writing skills over time.”

Do you have any experience working with one-time volunteers?

Volunteer coordinators often work with one-time volunteers, so the interviewer wants to know if you have any experience working with them. This question also helps them understand how you would handle a situation where someone only wanted to volunteer once or twice.

Example: “I’ve worked with many one-time volunteers in my previous role as a volunteer coordinator. I find that it’s important to make sure they feel welcome and appreciated for their time and effort. I always try to give them an idea of what volunteering is like at our organization so they can decide whether they want to continue volunteering or not.”

When is it appropriate to give positive feedback to a volunteer?

Volunteer coordinators often need to give feedback to volunteers about their performance. This question helps the interviewer understand how you would provide constructive criticism to a volunteer and when it’s appropriate to do so. Use examples from your experience of giving positive feedback to volunteers in previous roles.

Example: “I believe that providing positive feedback is important for motivating volunteers. I always try to find something positive to say about a volunteer’s performance, even if there are areas they can improve. For example, I once had a volunteer who was consistently late to events. Instead of just telling them they were being dismissed, I told them that while punctuality is important, I also wanted to acknowledge all the good work they did at our organization. After this conversation, they started arriving on time more frequently.”

We want to increase the number of recurring volunteers. What strategies would you use to encourage volunteers to commit to a recurring schedule?

Volunteer coordinators often need to encourage volunteers to commit to a recurring schedule. This question allows you to demonstrate your ability to inspire and motivate others. Use examples from previous experience that show how you can help people develop the skills they need to become more committed volunteers.

Example: “I would first ask them why they haven’t committed yet. I find that many people want to commit but have some barriers in their life preventing them from doing so. For example, someone may not be able to volunteer every week because of work or family commitments. In this case, I would suggest they try volunteering once a month instead of every week. If they still want to do it more frequently, we could look at other options like scheduling a different time for them to volunteer.”

Describe your experience working with volunteers of different ages.

Volunteer coordinators often work with volunteers of all ages. Employers ask this question to make sure you have experience working with a variety of people. Use your answer to explain how you’ve managed different age groups in the past. Share an example of how you helped each group achieve their goals.

Example: “In my last role, I worked as both the volunteer coordinator and youth program director. In this position, I had to manage volunteers of all ages. For instance, I would help younger volunteers find meaningful projects to complete. Then, I would assign older volunteers to mentor them. This allowed me to create a mentorship program for our organization.”

What makes you an ideal candidate for this volunteer coordinator position?

Employers ask this question to learn more about your qualifications for the role. They want someone who is passionate, organized and dependable. When answering this question, highlight your relevant skills and experience. Consider sharing a story that shows how you would use these skills in this position.

Example: “I am an ideal candidate for this volunteer coordinator position because I have extensive experience working with volunteers. In my last role as a marketing manager, I managed a team of 10 interns. Each intern had different skill sets, so I learned how to delegate tasks effectively. I also developed a system where each intern could check in with me once a week to discuss their progress. This helped me stay informed while giving them independence.”

Which volunteer management software are you most comfortable using?

Volunteer coordinators often need to use software that helps them manage their volunteers. This question can help the interviewer determine if you have experience using volunteer management software and which one you prefer. If you don’t have any experience with volunteer management software, consider researching some of the most popular ones before your interview so you can discuss what they do and how they might benefit a nonprofit organization.

Example: “I’ve used VolunteerSpot for several years now, and I find it very easy to use. It’s free for nonprofits, which is great because many other systems are quite expensive. The system allows me to create different roles for my volunteers, such as event coordinator or classroom helper. I can also assign tasks to specific volunteers based on their role. For example, I can assign a task to someone who has been trained in CPR to be at an event where there will be children present.”

What do you think is the most important aspect of volunteer management?

This question can help the interviewer understand your priorities and how you would approach volunteer management. Your answer should reflect your understanding of what is important in this role, but it can also give insight into your personality and values.

Example: “I think that the most important aspect of volunteer management is communication. Volunteers need to know what they’re expected to do, when they’re expected to do it and how their work fits into the organization’s goals. They also need to feel like they have a voice and are being heard. I believe that effective communication is key to making sure volunteers feel valued and appreciated.”

How often should you communicate with volunteers?

Volunteer coordinators need to be able to communicate effectively with their volunteers. This question helps the interviewer determine how often you will communicate with your volunteers and what methods of communication you prefer. In your answer, explain that you would prefer to communicate with volunteers at least once a month. Explain that this allows you to provide important information to volunteers while also giving them time to complete any tasks they are working on.

Example: “I think it’s important to communicate with volunteers regularly so they know we appreciate their work. I would aim to send out monthly newsletters or emails to my volunteers. These updates can include new volunteer opportunities, upcoming events and other relevant news about the organization.”

There is a conflict between two volunteers. How would you handle the situation?

Volunteer coordinators often have to resolve conflicts between volunteers. Employers ask this question to see if you can handle conflict resolution well. In your answer, explain how you would approach the situation and what steps you would take to solve it.

Example: “I would first speak with both volunteers separately to get their sides of the story. Then I would meet with them together to discuss the issue. If they are unable to come to an agreement, I would try to help them find a compromise. If that doesn’t work, I would need to decide which volunteer is more valuable to the organization. I would let the other volunteer know why we made our decision.”