recruitment strategies for success

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/emilydavisconsulting /AskEmilyD #Lyons #governance #nonprofit LYONS EMERGENCY ASSISTANCE FUND: RECRUITMENT STRATEGIES FOR SUCCESS Emily Davis, MNM, CGT Emily Davis Consulting February 5 th , 2015

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/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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CREATE A PIPELINE

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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