Recruiting Chapter Leadership

1. Recruiting Chapter Leadership Work Smarter – Not Harder

2. Is this how your chapter findschapter leadership? • Inherited (they’ve ALWAYS been on the board) • Happened by one day (just decided to volunteer) • Encountered by chance (ran into someone who you could strong arm) • The usual suspects (give more to the volunteers we already have)

3. Is this how your chapter findschapter leadership? • They’re the only people who’s not assigned • Deny that we need any new officers or committees!! • Hey, it’s a warm body! OR • Make It an Intentional Process

4. Key problems with nominating committees • Haphazard or casual way to recruit, select and orient leaders • Bylaws may describe appointing/electing a nominating committee which: • Traditionally does little recruiting work • Relies on whomever is available from a closed “circle of people” who are active • Short-term recruitment process focuses narrowly on filling anticipated vacancies for current year

5. Developing a Leadership Recruiting Plan • Form both a Recruiting Committee and a Nominating Committee soon immediately after current election • Don’t wait until shortly before next election to seek out candidates • Think of recruiting as a year round ongoing process • Develop a committee system within the chapter to grow candidates

6. Developing a committee system to recruit • Recruit members for time-limited committees to start them out • Watch their performance on those committees to evaluate their attributes • If you recruit someone and are told “no”, ask if that means never • Establish current leaders as mentors • Don’t take “any” warm body, match them to the job

7. Identification of chapter needs • Identify which positions are needed • What is the purpose of the position? • What are the responsibilities of the position? • What skills and knowledge are needed? • What training and resources are available?

8. Identification • How much time will this job take? • What are the benefits to the volunteer? • Do we have a position description available?

9. Who are our prospects? • Members in good standing (paid up dues) • Members who aren’t currently serving • New members • People who are happy, busy, outgoing, friendly, bored with the usual, and not reluctant to become involved BUT

10. Other unlikely prospects! • Don’t overlook those who are: • Shy – they need to be approached differently • Critical – They may feel they can do the job better so offer them the opportunity • Always asking questions – They may see things differently and bring a different point of view • Not available now

11. How do you find candidates? Just putting a call for candidates in your newsletter or announcements at a chapter meeting . . . Won’t result in volunteers!!!

12. So, what will? • You look all the time, everywhere!! That means everyone!!! • Develop a recruitment committee armed with position descriptions who will: • Use their eyes, ears and contacts to help • Visit with members and key people in the chapter • Share the position descriptions and ask “who comes to mind when you think of who could do this?’

13. So, what will? • Share information about the chapter operation, the purpose and value of the positions • Recruiting committee members are not recruited for a position but to pick their brains and contacts for the right person to recruit • If they volunteer, don’t turn them down

14. So what will? • Consider people who have never been asked. They may be flattered to be personally asked • Take a survey to find out what members would like and are willing to do? • Have a suggestion box for people to submit names of those who are good at doing things • Make it fun and call it “data gathering”

15. What’s the next step? • Form a nominating committee who will: • Analyze the positions to be filled • What do you want the person to do? • What knowledge, attitudes and skills are needed to accomplish the job? • What is the time required to do it? • What are the resources available to volunteers • What are the benefits of doing this? • Other information needed to accomplish the job? • Develop job descriptions, if not already available

16. NARFE Position Descriptions Available as PDF files on the NARFE web site at www.NARFE.org or can be ordered on F-18 F-10 F-54 F-58 F-56 F-60 F-55

17. Steps continued • Nominating committee will: • Meet with potential candidates • Serve as a vetting team to find best qualified candidates • Meet year round to maintain prospect list • Prepare slate of officers and chairs for election • Strive to have more than one name on the slate for each position

18. Steps continued • From the lists collected by the recruiting committee, look for names mentioned on several lists • Determine who matches the job descriptions • Determine which person to start with • Contact them and set up a time to personally visit • Nothing can replace face to face recruiting

19. Steps continued • Meet with the prospect to: • Explain who you are and basic information about the chapter and leadership positions • Tell them how you got their name and what position you wish them to consider • Use the job description and any other information you have available to explain the position

20. Steps continued • Meet with the prospect to: • Ask questions of the individual to determine what they are interested in, like, or can do • Explain why you want this individual • What makes them important and why they might want to be involved • Ask them to volunteer for one year commitment • Explain orientation, training and support available • Give expectations (time, meeting attendance, term length)

21. Stepscontinued • More likely to attract liked-minded volunteers if they hear how much you have enjoyed your time of service • Show being in leadership is fun and rewarding • Explain value you can gain from volunteering

22. Steps continued • If they say, • “yes”, take their name to nominating committee for consideration for either election or match them up with a committee • “not now”, ask when they might be ready or can they be considered in the future • “no”, get their input of someone they suggest or if they would like to do something else • Keep trying until you have the volunteers you need

23. Selection/Recruitment Recap • Use the position description to inform • Use the position description to recruit • Use others to help with recruitment • Match the volunteer to the position • Begin treating volunteers like VIPS

24. How should we treat them? • Make them feel special and thank them on a regular basis • Mention them at every opportunity • Communicate – two way is better than one • Give regular feedback on how they are doing

25. Summary • This method may seem more time-consuming but it will result in: • More accurate assessment of leadership needs • An organized process to identify, contact and secure commitment from best qualified individuals, and • A solid beginning on an orientation process beginning with their first contact during the recruiting process

26. Recruiting Chapter Leadership Now, was that hard?