The recruitment of trustees is something that all charities do differently. However, there are a number of mistakes which, as a recruitment expert in the field, I see cropping up again and again.
Trustees’ Week is a great time to examine them.
1) Sparse or weakly constructed role description
This is probably the most common problem with a recruitment process. The most qualified professionals seeking trustee roles can be as discerning as they like: they look for role descriptions that stand out from the crowd and many will only apply to those roles that are carefully crafted: grammar, clarity, purpose, incentive, interest and scope are all aspects of your role which will be judged.
Many organisations now create attractive information packs to ensure that their role catches the eye of prospective trustees and this is a very effective tactic. Remember, the quality of your role description reflects the quality of the organisations work.
2) Unwillingness to spend money on the recruitment process
It is a common misconception that volunteers work for free.
Of course, volunteers are not paid but that doesn’t mean that they don’t consume resources: expenses, training, management time all contribute to a cost. A lot of charities believe that, because a trustee is unpaid, their recruitment should also incur no cost, despite the fact that it takes time to draft a role description (and even more to create an info pack). Equally, dealing with applications, shortlisting, interview and induction all take a toll of resources.
As such, organisations should not see investing in good trustees as wasted resources but rather, a solid investment which will pay dividends if done right.
3) Thinking outside the box
Charities who struggle to find the ideal candidate are often looking at their applicants without creativity. For example, a charity seeking a fundraising trustee may overlook candidates who have an extensive back ground in marketing, yet, in many instances, fundraising is a form of targeted marketing.
In short, flexibility and a view to recruiting people with transferable skills and determination may often prove as effective (and sometimes even more so) than a candidate who ticks all the boxes but has limited time or passion for the role.