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Outlined in this article are the key issues in recruitment and retention of older volunteers, specifically focusing on the unique issues of the Baby Boomer population. Baby Boomers in their 40’s and 50’s are volunteering at higher rates than previous generations were at the same age. Additionally, the volunteering trends of this group are focused more on children and adolescents, whereas cohorts before them were more likely to engage in political activities and groups. This may be attributed to Baby Boomers having children at older ages, thus remaining engaged in the school system and with youth later into life. As to why Baby Boomers remain engaged in volunteer opportunities, explanations described include: whether or not the person is attached to volunteering and how much time they spend engaged; whether the volunteer experience fits with the Baby Boomers’ needs and expectations; and the types of family and work commitments that a person has in addition to volunteering. To retain volunteers, the mindset regarding the capabilities and importance of volunteers to an organization must be changed so that they are considered to be as important as paid employees. The article lays out that volunteers should be made to feel useful, necessary, and connected to the organization; they should be thoroughly trained, and human resources personnel should be dedicated to volunteer recruitment and support.

A research review of the benefits that people accrue as a result of becoming or remaining civically engaged. Volunteering is shown to contribute to better overall physical and mental health. Those who volunteer have a lower mortality rate, greater functional ability, and lower depression rates later in life than those who do not volunteer. In addition, it is shown that older adults receive the greatest benefit from volunteering. The reasons may include that older volunteers greatly benefit from the social and physical activity, as well as creating a needed "sense of purpose."

Extensive report that outlines characteristics of Baby Boomers as they relate to civic engagement, and also identifies mechanisms for recruitment and retention. Points of interest include: the age of retirement is increasing due to economic problems, prohibition of mandatory retirement, and lack of faith in social security, which leads people to remain in the workforce. Volunteering is shown to peak during midlife and dwindle during retirement, with the exception of those who begin volunteering early in retirement – they then are more likely to remain volunteering. The article suggests a national campaign that focuses on Baby Boomers and encourages them to find meaningful volunteer opportunities that will give them purpose late in life. Researchers also suggest the creation of a “Civic Engagement” plan at the end of one’s career, similar to other retirement plans they may be making. This would lessen the tendency of retirees to fill their days with other activities and cease to have time for volunteering. In addition, new language and images need to be developed that picture seniors as active and healthy, as opposed to frail and needy. The entertainment industry can aid in this charge by portraying aging as positive and expanding the definition of what aging means. Finally, the article outlines the need to develop varied volunteer opportunities such as: in the professional realm, to include a range of opportunities with varying time commitments; in intergenerational programs; and in the community, to include the creation of community empowerment initiatives that focus not just helping an agency, but helping neighbors, community members, and fill community needs.

The issue brief discusses the benefits associated with volunteering and practices that can contribute to the recruitment and retention of volunteers. Potential health and wellness benefits include: social engagement; offset feelings of loss; soften aging effects; and reduce depression. The public benefits in that volunteers exhibit high skill level and productivity, organizations report cost savings, volunteers caring for community members and family members reduces hospitalizations and increases the time spent in home and children and aging volunteers mutually benefit from time spent with each other. Some of the reported challenges to recruitment and retention include a lack of connection to opportunities, changing strategies to include a large number of volunteers performing less hours -- as opposed to fewer volunteers with more hours, finding opportunities in a professional setting, insufficient funding for training, and lack of transportation. Solutions to overcome these barriers include: encouraging workforce commitment to volunteering, online clearinghouses with opportunities, encouraging volunteering in public employees still working, provide transportation and discounts and promoting intergenerational volunteering.

A group of older Americans were surveyed regarding their civic engagement practices and were segmented in to three categories: (1) those who are not working or volunteering; (2) those who returned to work part-time or seasonally; and (3) those who volunteered less than five hours a week. The objective of the study was to identify characteristics of engaged groups versus those who are not engaged, and lend research toward the concept of civic engagement as a retirement role. The findings show that those who are engaged differed from the other two groups across 24 variables; in particular, they were in better mental health, had higher education, and were in better physical health. Further, those who were engaged were more aware of other volunteer opportunities. Suggested implications from the research include: the importance of making opportunities known and asking people to volunteer, and offering non-cash incentives for those who volunteer more than 10 hours per week.

The focus of the report sponsored by the Corporation for National Service is on the creation of a new infrastructure that can be used to recruit and retain Baby Boomer volunteers. Researchers interviewed Baby Boomers in Minnesota to qualitatively assess their opinions and develop new techniques. The findings suggest generating a change in the perception of what volunteering looks like and means in terms of the Baby Boomer population through marketing campaigns that portray the population as an asset to society. Additionally, the authors advocate for the creation of an infrastructure that matches the needs, skills, and desired time commitment of Baby Boomers with opportunities in their community. The use of incentives was suggested in the form of banking hours, time dollar, using a buddy system to complete time commitments, and offering incentives that cater to their needs such as discounts on prescription medicine. The article also addresses the heterogeneous nature of the Baby Boomer population by segmenting it into categories based on their retirement preparedness status and feelings toward retirement.

A National Coalition on Aging research report that interviewed 20 executives in an effort to gain understanding about demographic trends, uses of volunteers, efforts to recruit and retain, challenges to initiatives, and solutions to challenges. The findings indicated that Baby Boomers’ patience, professionalism, and reliability make them suited and sought after in non- profits. To overcome barriers that currently exist it is necessary to redefine the concept of “senior volunteers;” change volunteer opportunities so that they allow Baby Boomers to make an immediate, noticeable impact; allow for flexible scheduling; begin volunteer recruitment at the local level; hire individuals whose primary job description is volunteer coordination; collaborate with nonprofits in cost sharing techniques; and use older workers in more influential roles.

McBride addresses the definition of civic engagement, how civic engagement is an integral part of our American history and how at the same time, it is can be an exclusive form of involvement. Groups who may be excluded include those with health and mobility problems; low-income Boomers caring for parents as well as children; Boomers who may need to work longer due to minimal pensions, having dependents longer and wages that may not have adjusted with inflations; and Boomers of color who have not be adequately represented on board or in the volunteer force (with the exception of faith-based volunteering opportunities). Suggested is a model for civic engagement that allows for all people with an interest in volunteering in some capacity having the opportunity to do so. This will be possible through addressing the five dimensions of access, information, expectations, incentives and facilitation. Access refers to the creation of opportunities for all aging Americans based on their skills, time constraints, physical constraints and interests. Information refers to making older Americans knowledgeable about opportunities and expectations of volunteering. Expectations are the norms that are created about civic engagement as an all-inclusive activity for older Americans. Incentives are intrinsic and extrinsic rewards that volunteers receive. Extrinsic rewards and intrinsic rewards (i.e. “giving back) combined is the most effective technique. Finally, facilitation is the support that volunteers receive that allows them to sustain their position.

Summarizes 14 volunteer programs from across the country that received awards based on their excellence. Among the honorees for 2007 are programs that use an intergenerational approach to helping frail older adults remain in their homes by receiving volunteer assistance with transportation, grocery shopping or companionship. Other winning programs utilize older volunteers to tutor and mentor at-risk children, or provide respite care to family caregivers. Some of the keys to successful programs include offering flexible hours for volunteers, providing opportunities that are fulfilling and that utilize the volunteers’ skills and interests, and reaching computer-savvy volunteers through websites and online bulletin boards. Other winning volunteer programs note that “word of mouth” was their best recruiting tool, showing that if you build it, and build it well, they will come! The purpose of Promising Practices in Recruiting and Engaging Older Volunteers is to disseminate proven approaches to strengthen the capacity and effectiveness of volunteer programs through recruitment, training, retention and recognition of older volunteers, and program sustainability.

The report outlines the barriers and opportunities to civically engage seniors in the greater Rochester community that were part of an effort to plan future initiatives to increase engagement, based on assets the community possesses. The assessment was conducted by an identified Expert Panel, as well as focus groups of Rochester seniors. The final report includes a demographic breakdown of the older population in Rochester, fifteen prominent barriers to engagement, focus group results, six major findings and eight action steps.

Barriers to volunteerism and engagement as well as identified motivational reasons behind Baby Boomers volunteering are discussed in this article. Barriers included: the inability to invest staff and resources in coordinating, training and recruiting volunteers; difficulty recruiting volunteers for daytime activities; lack of funds to support volunteers; recruiting a sufficient number of volunteers and finding those that have the adequate or appropriate skills. Motivational factors that influence volunteering included wanting to “give back”; spiritual reasons, sense of responsibility, and social support. Uniquely identified in this article was a Baby Boomer-specific need of wanting to “leave a legacy” and their motivation to volunteer having less to do with feeling that it is their civic duty and more to do with wanting social interaction, their emotional well-being, self-esteem, and intellectual stimulation.

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