Recruiting Chapter Leadership Work Smarter – Not Harder.

Recruiting Chapter Recruiting Chapter LeadershipLeadership

Work Smarter – Not Work Smarter – Not HarderHarder

Is this how your chapter Is this how your chapter findsfinds

chapter leadership?chapter leadership? Inherited (they’ve ALWAYS been on the Inherited (they’ve ALWAYS been on the

board)board) Happened by one day (just decided to Happened by one day (just decided to

volunteer)volunteer) Encountered by chance (ran into someone Encountered by chance (ran into someone

who you could strong arm)who you could strong arm) The usual suspects (give more to the The usual suspects (give more to the

volunteers we already have)volunteers we already have)

They’re the only people who’s not assignedThey’re the only people who’s not assigned Deny that we need any new officers or Deny that we need any new officers or

committees!! committees!! Hey, it’s a warm body!Hey, it’s a warm body!

OR OR Make It an Intentional ProcessMake It an Intentional Process

Is this how your chapter findsIs this how your chapter findschapter leadership?chapter leadership?

Key problems with nominating Key problems with nominating committeescommittees

Haphazard or casual way to recruit, select Haphazard or casual way to recruit, select and orient leadersand orient leaders

Bylaws may describe appointing/electing a Bylaws may describe appointing/electing a nominating committeenominating committee which: which: Traditionally does little recruiting workTraditionally does little recruiting work Relies on whomever is available from a Relies on whomever is available from a

closed “circle of people” who are activeclosed “circle of people” who are active Short-term recruitment process focuses Short-term recruitment process focuses

narrowly on filling anticipated vacancies narrowly on filling anticipated vacancies for current yearfor current year

Developing a Leadership Recruiting Plan Developing a Leadership Recruiting Plan Form both a Recruiting Committee Form both a Recruiting Committee

and a Nominating Committee soon and a Nominating Committee soon immediately after current electionimmediately after current election

Don’t wait until shortly before next Don’t wait until shortly before next election to seek out candidateselection to seek out candidates

Think of recruiting as a year round Think of recruiting as a year round ongoing processongoing process

Develop a committee system within Develop a committee system within the chapter to grow candidatesthe chapter to grow candidates

Developing a committee system to Developing a committee system to recruitrecruit

Recruit members for time-limited Recruit members for time-limited committees to start them outcommittees to start them out

Watch their performance on those Watch their performance on those committees to evaluate their attributescommittees to evaluate their attributes

If you recruit someone and are told “no”, If you recruit someone and are told “no”, ask if that means neverask if that means never

Establish current leaders as mentorsEstablish current leaders as mentors

Don’t take “any” warm body, match them Don’t take “any” warm body, match them to the jobto the job

Identification of chapter Identification of chapter needsneeds

Identify which positions are neededIdentify which positions are needed What is the purpose of the position?What is the purpose of the position? What are the responsibilities of the What are the responsibilities of the

position?position? What skills and knowledge are What skills and knowledge are

needed?needed? What training and resources are What training and resources are

available?available?

IdentificationIdentification

How much time will this job How much time will this job take?take?

What are the benefits to the What are the benefits to the volunteer?volunteer?

Do we have a position Do we have a position description available?description available?

Who are our prospects?Who are our prospects? Members in good standing (paid up Members in good standing (paid up

dues)dues) Members who aren’t currently servingMembers who aren’t currently serving New members New members People who are happy, busy, outgoing, People who are happy, busy, outgoing,

friendly, bored with the usual, and not friendly, bored with the usual, and not reluctant to become involved reluctant to become involved

BUTBUT

Other unlikely prospects!Other unlikely prospects!

Don’t overlook those who are:Don’t overlook those who are: Shy – they need to be approached Shy – they need to be approached

differentlydifferently Critical – They may feel they can do the Critical – They may feel they can do the

job better so offer them the opportunityjob better so offer them the opportunity Always asking questions – They may see Always asking questions – They may see

things differently and bring a different things differently and bring a different point of viewpoint of view

Not available nowNot available now

How do you find candidates?How do you find candidates?

JustJust putting a call for candidates in putting a call for candidates in your newsletter or announcements at your newsletter or announcements at a chapter meeting . . . a chapter meeting . . .

Won’t result in volunteers!!!Won’t result in volunteers!!!

So, what will?So, what will? You look all the time, everywhere!! That You look all the time, everywhere!! That

means everyone!!!means everyone!!!

Develop a recruitment committee Develop a recruitment committee armed with position descriptions who armed with position descriptions who will:will:• Use their eyes, ears and contacts to helpUse their eyes, ears and contacts to help• Visit with members and key people in the Visit with members and key people in the

chapterchapter• Share the position descriptions and ask Share the position descriptions and ask

“who comes to mind when you think of who “who comes to mind when you think of who could do this?’could do this?’

Share information about the chapter Share information about the chapter operation, the purpose and value of operation, the purpose and value of the positionsthe positions

Recruiting committee members are Recruiting committee members are not recruited for a position but to not recruited for a position but to pick their brains and contacts for pick their brains and contacts for the right person to recruitthe right person to recruit

If they volunteer, don’t turn them If they volunteer, don’t turn them downdown

So, what will?So, what will?

Consider people who have never been Consider people who have never been asked. They may be flattered to be asked. They may be flattered to be personally askedpersonally asked

Take a survey to find out what members Take a survey to find out what members would like and are willing to do?would like and are willing to do?

Have a suggestion box for people to Have a suggestion box for people to submit names of those who are good at submit names of those who are good at doing thingsdoing things

Make it fun and call it “data gathering”Make it fun and call it “data gathering”

So what will?So what will?

What’s the next step?What’s the next step? Form a nominating committee who Form a nominating committee who

will:will: Analyze the positions to be filledAnalyze the positions to be filled

• What do you want the person to do?What do you want the person to do?• What knowledge, attitudes and skills are What knowledge, attitudes and skills are

needed to accomplish the job?needed to accomplish the job?• What is the time required to do it?What is the time required to do it?• What are the resources available to What are the resources available to

volunteersvolunteers• What are the benefits of doing this?What are the benefits of doing this?• Other information needed to accomplish the Other information needed to accomplish the

job?job?

Develop job descriptions, if not already Develop job descriptions, if not already availableavailable

NARFE Position DescriptionsNARFE Position DescriptionsAvailable as PDF files on the NARFE web site at www.NARFE.org or can be ordered on F-18

F-54

F-55

F-56 F-58

F-60

F-10

Nominating committee will:Nominating committee will: Meet with potential candidatesMeet with potential candidates Serve as a vetting team to find best Serve as a vetting team to find best

qualified candidatesqualified candidates Meet year round to maintain Meet year round to maintain

prospect list prospect list Prepare slate of officers and chairs Prepare slate of officers and chairs

for electionfor election Strive to have more than one name Strive to have more than one name

on the slate for each positionon the slate for each position

Steps continuedSteps continued

Steps continuedSteps continued From the lists collected by the From the lists collected by the

recruiting committee, look for recruiting committee, look for names mentioned on several names mentioned on several listslists

Determine who matches the job Determine who matches the job descriptionsdescriptions

Determine which person to start withDetermine which person to start with Contact them and set up a time to Contact them and set up a time to

personallypersonally visit visit Nothing can replace face to face Nothing can replace face to face

recruitingrecruiting

Steps continuedSteps continued Meet with the prospect to:Meet with the prospect to:

Explain who you are and basic Explain who you are and basic information about the chapter and information about the chapter and leadership positionsleadership positions

Tell them how you got their name and Tell them how you got their name and what position you wish them to consider what position you wish them to consider

Use the job description and any other Use the job description and any other information you have available to information you have available to explain the positionexplain the position

Steps continuedSteps continued Meet with the prospect to:Meet with the prospect to:

Ask questions of the individual to determine Ask questions of the individual to determine what they are interested in, like, or can dowhat they are interested in, like, or can do

Explain why you want this individualExplain why you want this individual• What makes them important and why they might What makes them important and why they might

want to be involvedwant to be involved Ask them to volunteer for one year Ask them to volunteer for one year

commitmentcommitment Explain orientation, training and support Explain orientation, training and support

availableavailable Give expectations (time, meeting attendance, Give expectations (time, meeting attendance,

term length)term length)

More likely to attract liked-minded More likely to attract liked-minded volunteers if they hear how much you have volunteers if they hear how much you have enjoyed your time of serviceenjoyed your time of service

Show being in leadership is fun and Show being in leadership is fun and rewardingrewarding

Explain value you can gain from Explain value you can gain from volunteeringvolunteering

StepsSteps continuedcontinued

Steps continuedSteps continued If they say,If they say,

““yes”, take their name to nominating committee for yes”, take their name to nominating committee for consideration for either election or match them up with consideration for either election or match them up with a committeea committee

““not now”, ask when they might be ready or can they not now”, ask when they might be ready or can they be considered in the futurebe considered in the future

““no”, get their input of someone they suggest or if they no”, get their input of someone they suggest or if they would like to do something elsewould like to do something else

Keep trying until you have the volunteers you Keep trying until you have the volunteers you needneed

Selection/Recruitment Selection/Recruitment RecapRecap

Use the position description to informUse the position description to inform Use the position description to recruitUse the position description to recruit Use others to help with recruitmentUse others to help with recruitment Match the volunteer to the positionMatch the volunteer to the position Begin treating volunteers like VIPSBegin treating volunteers like VIPS

How should we treat them?How should we treat them? Make them feel special and thank Make them feel special and thank

them on a regular basisthem on a regular basis Mention them at every opportunityMention them at every opportunity Communicate – two way is better Communicate – two way is better

than onethan one Give regular feedback on how they Give regular feedback on how they

are doingare doing

SummarySummary This method may seem more time-This method may seem more time-

consuming but it will result in:consuming but it will result in: More accurate assessment of leadership More accurate assessment of leadership

needsneeds An organized process to identify, contact An organized process to identify, contact

and secure commitment from best and secure commitment from best qualified individuals, andqualified individuals, and

A solid beginning on an orientation A solid beginning on an orientation process beginning with their first process beginning with their first contact during the recruiting processcontact during the recruiting process

Recruiting Chapter Recruiting Chapter LeadershipLeadership

Now, was that Now, was that hard?hard?