Board Recruitment
BIB Truth > Great AMA leaders own the responsibility for volunteer recruitment:
- Begin by filling most important positions, which will vary by chapter
- Make it personal – set up one-on-one discussions with recruits
- Set expectations early with detailed volunteer job descriptions
- Create board and volunteer commitment forms
- Promote volunteer opportunities at every avenue: events, website, newsletters, social media, new member orientation, event surveys
- Consider a campaign for volunteer or board recruitment (e.g., “Board Rush Night”)
Get your board engaged in recruiting volunteers.
Start by identifying volunteer roles, responsibilities, and expectations
- Identify roles both large, small, and smaller (e.g., greeter)
- Out-of-the-box roles (think volunteer bloggers & social media volunteers)
- “What’s in it for me” content, promoting networking, growth, credibility & fun
- Don’t forget event discounts and volunteer appreciation events
- Volunteer surveys to align goals/capabilities
- Volunteer Coordinator role or VP of Volunteers (great job for a past president or president-elect to recruit for their board)
Succession Planning
Plan, Plan, Plan
- Presidents and Presidents-Elect should conduct bi-annual succession planning reviews
- All VP’s should have succession plans for committee volunteers
Maintain your succession plans with retention strategies
Being a volunteer is supposed to be fun, right? How do your volunteers have fun?
- Board member happy hours
- Free drinks for volunteers at social events
- Choose a theme song representing each board member’s goals for the year
- Volunteer Coordinator “check-ins”
- Please get to know your volunteers, both professionally and personally; understand why they are giving their time to AMA
- Regular volunteer communications & updates
- Birthday cards, thank you notes, volunteer spotlights, social media shoutouts
- Past presidents “lifetime discount” to monthly luncheons