I am in the process of establishing a foundation and would like some advice on where to start looking for qualified, experienced board members and volunteers to get things off the ground with the best chance of success. I have not put my life into this venture in order to see it fail because I chose the wrong people. How would you suggest I choose the right people?

Yours is a common concern among employers (especially in the not-for-profit sector). With unemployment rates the lowest in years, individuals have unprecedented choices in career options, and can afford to be very picky. At the same time, prospective employees have more and more pressure on their valuable time, and balancing paid employment, family, community, and all their other obligations can be onerous. So for volunteer situations such as yours, it can be very difficult to find good quality candidates to fill these important roles. However, there are some simple rules that can apply when trying to attract (and retain) the best people to move your organization to the next step, and the good news is that there are still lots of good (and even great) people out there who are willing to help your cause.

Determine what you’re looking for

You may think you know the perfect candidate, or have a vision in your mind about who they are, but it is important to write out what your requirements are for each position. Similar to a job description, you want to define the expectations for the position, major responsibilities, minimum requirements, ‘nice-to-haves’, time commitments, etc. The more detail you provide, the easier it is to know who fits and who doesn’t when you are evaluating potential candidates.

Remember, also, to look at the board or volunteer group as a whole to ensure that you have a balance of skills and viewpoints in your organization. While it is nice to have similar personalities that can help the group dynamic, you also don’t want “groupthink” to develop. When everyone agrees with everyone all the time, it can lead to poor group decisions not being adequately questioned. Look for people who you feel would constructively challenge others. As well, professional accounting or legal experience among your members can be vital.

Look for their motivators

Now that you know what you want out of the relationship, turn things around and look at what potential volunteers might want. There are usually consistent elements for all prospective board members and volunteers, including a desire for a common code of professional conduct, unambiguous areas of responsibility, sense of achievement, clear communication, mutual respect, etc. There will be additional organization-specific motivators, usually involving common goals and aspirations for the cause, or perhaps a personal connection, particularly with health charities. Finally, recognize that each individual board member or volunteer is getting something out of the time they commit to you (or else they simply wouldn’t be doing it). This can be anything from rounding out there resume, to a feeling of involvement and joy of helping others, or the relative feeling of importance of a position title, to simple altruism. It is your job to try to determine these motivators for each individual, and ensure that you are continually striving to provide that motivation to them. Don’t forget to include “Having Fun” as a motivator for everyone, even for the most serious of causes.

Sell! Sell! Sell!

Make your opportunity attractive! Become a salesperson, and know why your organization is someplace that people will want to donate their time. Lay it on as thick as you can – define the benefits of the organization’s mission or cause, tell them the strategic and tactical plans for the organization, your volunteer development program, orientation sessions, the great team you already have, etc.

Network like crazy

I am usually advising job seekers about the importance of networking, but as they say, it takes two to tango. For every person who successfully finds a new position, there was an organization looking for the right candidate. It is simply a question of connecting the dots. With the progress you have made on the steps above, contact your inner circle and let them know what your requirements are. E-mail them the job description or board member requirements to assist them in looking for possible candidates. Increase awareness for volunteering for your organization at any events you may have. Contact professionals you are currently dealing with (accountants, lawyers, etc.) who see a lot of people and can make recommendations to their other clients.

Explore other sources

Look into board matching services such as www.boardmatch.org and other sites (such as CharityVillage) that will advertise your positions at the board level online. You must have director’s insurance before posting for positions.

Some professional associations are great resources for finding high-calibre members who may be willing to volunteer for a charitable organization. The Certified Management Accountants (CMA), Certified General Accountants (CGA), The Canadian Institute of Chartered Accountants (CICA), as well as most provincial law societies, and others, are also good options to consider.

Good luck with your search!

Michael Mayne, M.B.A., CMA, is Managing Partner and a Certified Professional Career Counsellor at Catalyst Careers, a Career Transition, Counselling, and Outplacement firm. Michael has been involved in the not-for-profit sector for many years, and is Past President and Treasurer of ALS Canada. To contact Michael, visit: www.catalystcareers.com.

To submit a question for a future column, please e-mail it to careercoach@charityvillage.com. No identifying information will appear in this column.

Disclaimer: Advice and recommendations are based on limited information provided and should be used as a guideline only. Neither the author nor CharityVillage.com make any warranty, express or implied, or assume any legal liability for accuracy, completeness, or usefulness of any information provided in whole or in part within this article.