Recruiting for your Committee of Management can be an arduous and time consuming task but, if done well, can bring significant benefits to the organisation.  As discussed in yesterday’s post, it is important that you have identified the right mix of skills and people required for your Committee of Management, and the gaps that are needed to be filled by new members.  This should then make it a bit easier to establish a simple strategy or campaign to target the right people.

Finding new members.

A great way to start the recruitment process is to simply approach people who already interact with your organisation.  This may include members, subscribers, donors or volunteers.  You know that they are already interested and supportive of your work.  If Robin Hood was looking for new members of his Merry Men, he would look within the groups who have welcomed his work and agreed with his ethics.   A great place for him to start would be with the poor or with those who want to help the people of the rightful King.

Advertising in local newspapers or industry publications can be another effective way to attract people.  You might also like to run information sessions for the general public.  Also, consider approaching some local businesses that may have people with relevant skills.  For example, if you’re after people with financial management skills you could approach the local accounting firm.

Another important issue is to consider preparing a simple and brief information pack for prospective recruits which can be given out or mailed as needed.  This may contain an annual report and strategic plan to provide an overview of the organisation, as well as some information about the roles, responsibilities and time commitment required of committee of management members.

Selecting new members.

It is also important that any prospective members go through an interview process to ensure they are the right fit for your organisation, have the relevant skills and experience, and can explain why they want to be on the committee of management and what contribution they can make.

This allows you to provide more details about the expectations of being on the committee of management, the level of commitment required, how often meetings are held, the type of training and support that may be offered and any other relevant information.

Where possible try not to recruit just for the sake of getting numbers on the committee of management.  Appointing people for the wrong reasons will not help and can have an adverse impact on the organisation.

By following these steps you should be able to successfully recruit for your committee of management and ensure that these new members enhance the organisation as well as future operations.