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  • Lessons in recruiting an intergenerational board

    Created: 03/10/2024
    Please note: This volunteering item was uploaded some time ago and may have expired. Please contact us to find out more.

    News/Events Category: Volunteering
    This item will show under the following categories: Governance  

    In November 2023, the Young Trustees Movement undertook its first round of board recruitment. As a movement that champions young people becoming involved in charity governance, they wanted to share some of the lessons that we learnt along the way in recruiting an intergenerational board.

    The key lessons were:

    1. Relationality is key

    • One of the pieces of feedback that they heard consistently from candidates was that they valued the human nature of our recruitment process.They would encourage others to consider ways in which they can present charitable governance in a human way during their recruitment process.

    2. Your organisational identity defines the pool of candidates that you attract

    • They made a deliberate attempted to cast the net far and wide. Despite their efforts, their applicant pool was limited by their identity as an organisation and the pool of candidates that existed in the sector. They need to reconsider how they position trusteeship as an appealing option for those under the age of 25, and how they build a pipeline of future trustees through their educational and youth work systems.

    3. There is no such thing as the perfect inclusive recruitment process

    • The process involved anonymising all applications, not collecting educational history, and including a young trustee leading every interview.
    • Inclusive recruitment is complex, and needs to be flexible based on the needs of the applicant.

    Click here to read the full story.




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