18. Volunteer Interviews

Explanation

The interview confirms that the volunteer and the project are a good mutual match. It explores the volunteer's motivation, understanding of the project, readiness for the proposed activities, comfort with the target group, language situation, flexibility, availability and support needs. At the same time, it gives the volunteer an opportunity to determine whether the project matches their own interests, expectations and personal circumstances. The interview should also ensure that the volunteer understands the principles of the European Solidarity Corps, including its learning dimension, solidarity objectives, non-profit nature and active participation.

The guiding principle from volunteer-management practice reframes the purpose of the interview: unlike recruitment for paid employment, where the organisation searches for the best person for a vacant position, a volunteer interview seeks the position that best fits the volunteer. The process therefore focuses on identifying mutual compatibility, planning appropriate support and creating realistic expectations rather than filtering candidates. Throughout the process, organisations must respect the ESC principles of equal treatment, transparency, non-discrimination and accessibility.

Good practice uses a consistent interviewer team that has been briefed to recognise and minimise bias. Questions should be based on the volunteer role and on the candidate's own application rather than on a rigid script. Every interview should include sufficient time for the volunteer to ask questions about the project, organisation, learning opportunities, accommodation, financial support, supervision and daily life. This conversation helps both parties determine whether expectations are realistic before the placement begins.

Expectation alignment is one of the interview's most important functions. The organisation should clearly explain the planned activities, working schedule, level of responsibility, living conditions, community context, learning opportunities, mentoring system, Youthpass process and practical arrangements such as accommodation, food, local transport and financial support. The volunteer should be encouraged to discuss any concerns, previous experience, personal goals or support requirements. Misunderstandings that remain unresolved during the interview frequently become sources of dissatisfaction after arrival.

The duty to provide reasonable accommodations applies throughout the interview process. Organisations should identify any accessibility needs before the interview, offer accessible premises or alternative formats where necessary, provide interview questions in advance if helpful, allow additional time when appropriate and arrange interpretation or communication support where required. For volunteers with fewer opportunities, the interview should concentrate on identifying support measures that enable successful participation rather than viewing additional support needs as reasons for exclusion.

The interview should conclude with a shared understanding of the next steps in the selection process, the expected timeline and any additional information or documents that either party still needs to provide.

Role perspectives

Organisation: The organisation ensures interviews are transparent, consistent, accessible and non-discriminatory, while applying the same selection principles to all applicants.

Coordinator: The coordinator prepares role-based questions, explains the project and ESC framework, and verifies practical availability and records a profile of mutual fit together with any support measures required during the activity.

Supervisor: The supervisor participates in assessing whether the proposed activities match the volunteer's interests, abilities and learning goals, identifies likely support needs and confirms readiness to supervise the placement.

Volunteer: The volunteer uses the interview to understand the project fully, ask questions, clarify expectations, discuss learning objectives and explain any circumstances that may require additional support during the activity.

Differences by ESC model

Long-term volunteering: Requires the most comprehensive interview because successful placements depend heavily on expectation alignment, learning objectives, motivation, support planning and integration into the host community over several months.

Short-term volunteering: Interviews are usually shorter and more focused on practical readiness, availability and immediate expectations because there is less time to adjust after arrival.

Volunteering teams / group volunteering: Often a group or partner-mediated conversation rather than an individual interview, focused on group readiness and the collective task.

Questions & answers

What is the interview for?

To determine whether the volunteer and the project are a good mutual fit, identify any support measures required, align expectations and allow the volunteer to assess whether the project matches their own goals. It is a two-way conversation, not a filter.

Can we reject someone for weak language skills?

Not as a rule. Language cannot be required unless the tasks justify it. The interview should assess support needs and fit rather than screen out on language.

Should the interview discuss accommodation, finances and daily life?

Yes. Volunteers should receive a realistic picture of living conditions, financial arrangements, working routines and available support so they can make an informed decision before accepting the placement.

Should every applicant be asked exactly the same questions?

Core questions should remain consistent to ensure fairness, while follow-up questions may differ depending on the applicant's experience, motivation and support needs.

Documents for further reading

• SEEYN Volunteer Management Handbook.pdf — the fit-finding principle and interviewing practice.
• RL-Guidelines-Volunteers-with-disabilities-within-the-new-European-Solidarity-Corps-ESC.pdf — accessible interviews and reasonable accommodations.
• A-guide-to-recommendations-for-working-with-young-people-with-fewer-opportunities.pdf — expectation alignment during induction and reception.