Talent Pipeline
How we find Trustees
Trustee Pipelining is whereby our team of researchers and consultants proactively identify, engage and screen potential trustees.
Utilising AI tech-driven matching algorithms, our vast networks, connections to professional groups and referrals; we build talent pools of interested, engaged and screened individuals.
The combination of AI driven sourcing and traditional executive recruiting methodologies, we are able to present talent pools of individuals from a wide range of backgrounds.
We proactively approach talent with the desired trustee-skillsets you need.
Organisations need to differentiate themselves through a relationship led approach – Meristep helps to TELL YOUR STORY and SHARE YOUR MISSION.
The Meristep way - Trustee Pipelining
Individuals want to understand your organisation’s mission, values and stance on core topics BEFORE they will engage with you. They want to know WHY they should dedicate their time to you.
Hoping candidates see your job posting and apply, in the modern era, is wishful thinking. A simple online search will quickly show you just how many charities and not-for-profits are looking to develop their boards – it is a busy market.
Relationship-led vs Transactional
- We feel that in order to attract, engage and recruit impactful trustees, a "Relationship led" approach is required.
- The current approach to recruiting new trustees is too transactional - this doesn't work in the post-pandemic era.
- Candidates are increasingly discerning with their time, and equally, with the organisations they will commit their time to.
What is the Pipeline Process?
One we have started to build a pipeline of talent based on the skill-sets you need, we provide weekly progress reports.
This includes; the number of candidates approached, spoken to, how many have declined and why. Additionally, we will provide you with a breakdown of DEI statistics.
Our suggestion is to start conducting informal conversations with potential candidates straight away – this keeps momentum and ensures individuals don’t lose interest.
These informal conversations give you and the candidates a chance to learn more about each other. The next step would be to move into a move structured interview process.
How long does a Talent Pipelining project take?
Projects typically take 4-6 weeks – this varies due to the scarcity of the skill you are looking for and the time of the year (holiday or festivity commitments.)