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If you make it sound exciting, people will be excited to be involved! Your energy and enthusiasm for the project will motivate others to participate.
Promote the positive! Instead of stating what you need from volunteers, show potential volunteers what they will get back from being involved with your organization.
Make sure your organization has the capacity to manage volunteers. Prior to recruitment, make sure your organization can adequately manage new volunteers.
Clearly describe, preferably in writing, what students will do with your organization. Provide potential volunteers with clear descriptions of what they will be doing; help students understand what their role will be.
Students need to feel wanted and valued by your organization. If you recruit them, but do not make them feel valued or needed, you will lose them.
Diversify your efforts. Reach out and involve students from diverse organizations or groups that might not be involved in service on an on-going basis.
Don't be afraid to work with students who are required to do service, they may become your best volunteers.
Avoid questioning people's motives for being involved in your organization. If you question their motives too early, students might feel less likely to return or be involved.
Be honest about the time commitment involved and other challenges that student volunteers might encounter. Realize that volunteers are people first with other commitments in their lives.
Recruit volunteers early, waiting until two days before they are needed to make contact will result in no volunteers more times than not, so please don’t be upset if last minute requests aren’t met. One week ahead of time is the recommended minimum time to give notice and start recruiting.
Select your use of "touchy-feely" activities and language carefully.
Carefully market your organization so that it does not exclude certain groups or individuals from getting involved.
Recognize the faults or perceptions that others might have of your organization, and be willing to honestly address them.

Make volunteers feel needed, but don't over use them.

Avoid volunteer boredom at meetings; keep them energized and interested. Use icebreakers, teambuilding activities, and energizers.

Give volunteers jobs they will feel comfortable doing or if they are doing a new task, pair them with other volunteers who are experienced and can provide leadership.

Move volunteers along the leadership ladder and encourage committed on-going volunteers to take on leadership roles. Sometimes quiet volunteers may need a little extra push to take on leadership roles - push them…they may become your organization's best leaders!

Keep things fresh. Diversify the volunteer experiences and opportunities.

Get important contact information so that your agency can keep in communication with the volunteer(s) or student group.

Always welcome volunteers back, even if they have taken a long break.

As a leader, model positive behavior and be willing to do the jobs you ask your volunteers to do.

Welcome the "one-time" volunteer and show that you value all "types" of volunteers.

As a leader, remain positive, especially when things get rough. Know when and where to ask for help!

Outside of the service activities, involve members in social events.

Open officer executive board meeting to all volunteers. Welcome and implement their input and feedback.

Recognize and show your volunteers that they are valued.