Leaders are charged with the responsibility of building high capacity teams. Whether it’s a staff, a board of directors, or a group of volunteers, the ability to attract quality leaders is essential. While there are a variety of tips and tactics that make recruitment more successful, at the end of the day, it starts with three primary catalysts. If you don’t have these catalysts in place, your recruitment efforts will be handicapped right out of the gate.
- Leadership Credibility –When you’re trying to recruit a leader to join your team, one of the first questions they’re asking is, “Do I believe in this leader?” Your credibility—or lack of credibility—directly impacts your ability to attract talent to your team. If you don’t have credibility, nothing else you say even matters. Credibility generally consists of two things: character and competence. Character tells the person you’re trying to recruit that they can trust you, and competence tells them you have a track record of consistently delivering results. If either is missing, your credibility is in jeopardy. Credibility is what causes people to buy into the leader. As John Maxwell says, “People buy into the leader, then the vision.”
- Vision Clarity –Before somebody jumps on a team, they want to know where the train is going. If the destination is unclear, they’ll be hesitant to take the ride. After all, nobody wants to be surprised by an unforeseen destination. Leaders want to know, “Is the vision crystal clear?” One of the best ways to ensure your vision is clear is to write it down. If you can clarify it on paper in a concise and compelling manner, you’ll be equipped to communicate it clearly. If every time you’re asked about your vision it sounds different, you haven’t gained enough clarity to compel others to join your team. Time is precious, and leaders only want to invest their time in leaders, teams, and organizations that know where they’re going. Without the catalyst of vision clarity, leaders feel like they’re being recruited to a foggy future.
- Role Compatibility –The third catalyst to recruiting leaders is uniquely defined by the person’s compatibility to a specific role. People want to serve in a role that matches their gifts and passions. If the role isn’t a fit, you’re going to have a hard time convincing them to join your team. Role compatibility is a catalyst to leader recruitment because it provides the candidate with a picture of how they’ll spend their hours every day. If the role fits them, it will attract them. If the role isn’t a match, no amount of credibility or vision will convince them to join the team. Besides, why would you want someone who doesn’t fit what you need? To ensure role compatibility, clarify the skills needed for a specific role, and then utilize a thorough interviewing process (along with helpful assessments), to ensure the candidate matches the role.
As a leader, do you bring these three catalysts to the table? First, are you credible as a leader? If not, what can you do to increase your character and competence? Second, is your vision clear? If not, take time craft a concise vision that is compelling to you and others. Third, have you taken time to pinpoint exactly what you need for the role you’re trying to fill? You won’t know if a candidate is compatible if you haven’t gained clarity on the front end.
