Recruitment Strategies For Success
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Transcript of Recruitment Strategies For Success
/emilydavisconsulting /AskEmilyD
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LYONS EMERGENCY ASSISTANCE FUND: RECRUITMENT STRATEGIES FOR SUCCESS
Emily Davis, MNM, CGT Emily Davis Consulting
February 5th, 2015
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30 seconds or less
What we’ve covered
Recruitment Question or Challenge
Next up…
WELCOME BACK!
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• Step up step back • Tune out tech, tune in to
engagement • Challenge each other, ideas
to advance mission • Every experience &
perspective has value • Emily will keep us moving • Other? • Parking lot
REMINDER: AGREEMENTS
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1. Determine mission & purpose
2. Select the chief executive
3. Support & evaluate the chief executive
4. Ensure effective planning
5. Monitor & strengthen programs & services
6. Ensure adequate financial resources
7. Protect assets & provide financial oversight
8. Build a competent board
9. Ensure legal & ethical integrity
10. Enhance the organization’s public standing
10 BASIC BOARD RESPONSIBILITIES
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Set organizational
direction
Provide oversight
Ensure necessary resources
BOARD ROLES & RESPONSIBILITIES
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Legal Hat
Ambassador Hat
Volunteer Hat
THE DIFFERENT HATS WE WEAR…
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• Unclear expectations
• Lack of commitment
• Low engagement • Work load issues • Under valued • Under utilized
WHAT DOESN’T WORK?
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• Commit adequate resources
• Adopt a mutually-beneficial mindset
• Conduct assessments
• Provide regular and appropriate recognition
WHAT WORKS?
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PREPARATION
• Job descriptions • Letter of commitment • Board assessment • Prospect lists • Language (application,
invitations) • Point person • Outreach efforts
APPLICATION
• Prep application • Deadlines • Call to action • Notification • Meeting invite • Board buddies • Decision making
RECRUITMENT PLAN
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BOARD CULTURE
• How would someone new experience your board culture?
• What do you want your board culture to be?
• How can you model great leadership?
• Do others inside and outside of the organization see great leadership?
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• Skills & expertise • Demographics –
age, ethnicity, gender
• Networks • Wealth & access to
wealth • Relationship to
mission
SELF-ASSESSMENT
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WHAT MAKES ‘EM TICK*
• Always YES • Wants to help everyone & everything
• Caution!
OVER-COMMITTED
• Need lots to stay engaged
• Don’t let them sit around
BUSY, BUSY, BUSY
• Verbal & print
• Use titles & acknowledgment
LIKES RECOGNITION
• Stays focused & on track • Great for events • May get discouraged by others’ lack of support
ORGANIZER
• Lots of ideas for improvement
• Pair with an Organizer to keep things moving
CREATIVE
*Abigail Harmon
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• Contact info • Professional role(s) • Education • Nonprofit experiences • Skills, background, expertise • Interest in the org • Leadership role(s) • Committee interests • Board leadership knowledge • Motivation(s) for joining
APPLICATION ELEMENTS
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• Current & past board members’ networks
• Staff • Volunteers • Donors • Individual, corporate, &
private donors • Government officials • Community foundation(s)
OUTREACH
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• Existing donors • Committee members • Volunteers • Young professionals
events & groups • Media (i.e. 40 under 40) • Colleges and universities
WHERE’S WALDO?
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• Prepare consistent questions • Interview in teams of two • Education about organization • Dialogue to determine fit • Identify any conflicts of interest • Answer candidates’ questions • Follow up on application • Confirm commitment (time,
treasure, talent) • Explain next steps
INTERVIEWS
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• Match candidate with assessment • Discuss with board development
committee / entire board • Learn about work ethic, past
work • Trust your gut! • Invite final candidate(s) to a
board meeting. • Seek complete board approval
DUE DILIGENCE
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• What language will you use for notification?
• How will you notify declined candidates?
• How will you notify recommended candidates?
• Explain next steps
NOTIFICATION
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EVALUATION
• Feedback from board candidates
• Debrief among entire board
• Debrief in board development committee
• Make necessary revisions / improvements
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SAMPLE RECRUITMENT TIMELINE
• Review docs & past recruitment • Design self-eval Month 1
• Conduct self-eval & demo matrix • Design application, interview questions & outreach
messaging Month 2
• Add to website • Share with networks Month 3
• Schedule & conduct interviews • Invite to board meeting Month 4
• Host at board meeting • Make recommendations Month 5
• Inform candidates • Schedule orientation • Intro board buddies
Month 6
• Debrief process • Gather feedback Month 7
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• Overview & History • Philosophy & Values • Programs & Resources • Fundraising Overview • Board Structure & Resources
– Description & Expectations – Communications – Board manual
• Letter of commitment • Committees • Board Buddies!!
RECRUITMENT CONCLUDES WITH ORIENTATION
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Session Topic Date
Session 2 Recruitment (COMPLETE!) 2/5/15
Session 3 Strategic Planning 4/2/15
Session 4 Ensuring Resources 6/4/15
Session 5 Infrastructure 8/6/15
Session 6 Effective Meetings 10/1/15
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RESOURCES
• The Nonprofit Board Answer Book
• Governance as Leadership
• The Board Building Cycle
• BoardSource • 4Good – Recruitment
checklist
– Application
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Emily Davis, MNM Emily Davis Consulting
(720) 515-0581 [email protected]
emilydavisconsulting.com emilydavisconsulting.com/blog