Collaborations between artists and community are not in silos. They require many participants, often of diverse backgrounds. To ease the workload, include the community, and build community capacity, we need staff and volunteers.
Ideally, you will get to work with a community group that already has dedicated members. If there are not people who step forward to help, you’re going to need to find some.
Recruitment is most successful when there are clear expectations. What kind of volunteers are you looking for?
There are many places where an ad can be shared: posters, radio, online volunteer boards, newspapers and community events.
If you are hiring paid staff to assist with your project you will need to create a job description and identify required skills. You can advertise the position in the community, on local job sites and with local arts development organizations.
If you are paying an individual more than an honorarium, you will also need to consider important basic labour laws about:
A common area of frustration with community workers is unclear roles and expec- tations. It is very common for small projects to hire a casual coordinator but not to have the funds for a director or manager. At the very least, ensure you have the following:
It is important to discuss and be clear about the work expectations in the beginning because if you hire someone and they expect a flexible schedule with monthly meetings, and after a few months you find office space, there are legal implications if your employee does not want to change the arrangement.
What kind of roles are you hiring for?
Beyond hiring administrators, there are three main areas for staff or volunteers to work in. This list is not exhaustive, but provides a sample of three job areas and some example tasks.