In my last blog, I started a discussion about the MAT landscape and the governance of trusts. With the fallout of the election dominating conversations in trusts throughout the country, we can be sure that there will continue to be pressure on boards to be rounded, diverse and committed to the trusts and communities they serve.
We can be sure that Trusts will continue to grow, so boards will have to oversee increasingly large organisations with larger incomes, a wider geographic reach, and, more importantly, a larger number of students. I identified three key challenges boards face when recruiting Trustees and Members as they transition from schools to MATs. I suggested that the most common recruitment methods often do not yield the best results:
- Relying on your current network: This can impact board diversity and limit the range of perspectives. Boards should reflect their community, actively seeking diverse members who may not be part of the existing network.
- Recruiting locally without looking beyond: As trusts grow and operate across regions, boards must also expand their search for talent beyond their immediate locality.
- Recruiting for familiar skills: Boards should consider their current situation and future strategy and update their skills audit processes to recruit talents to drive their trust forward.
I now look to the most effective ways boards have tackled these issues and improved their recruitment strategies.
Overcoming recruitment challenges to improve your board
There is no simple solution to recruitment issues, but it’s crucial to recognise that these problems stem from practices that may not cover all necessary bases.
If you are experiencing any of these challenges, I urge you to reassess your recruitment methods to adopt a proactive and thorough approach to recruitment.
Rethinking network-based recruitment
While network-based recruitment might seem convenient, it often fails to bring about needed changes. Recruitment is challenging and time-consuming, but relying on a ‘little book of contacts’ will unlikely yield the desired skills and diversity.
Best recruitment practices
Effective recruitment is more than just placing an advert online and waiting for responses. It involves understanding where, how, and what to advertise.
To attract top talent, boards must engage with potential candidates from the moment they consider applying until the interview.
Allocating resources appropriately
Expecting clerks or governance professionals, who often work part-time, to source candidates is impractical.
To find the best talent, dedicate the necessary resources and attention to the recruitment process. This could involve collaborating with your HR team to understand governance needs, contacting regional employers, or using free governor recruitment services or specialist recruitment partners.
How We Can Help
At Peridot Partners, we excel at attracting top talent to your board. We have extensive experience recruiting paid and voluntary trustees, governors and non-executive directors for various non-profit boards, including charities, universities, and colleges. By improving leadership, we have helped organisations grow beyond their expectations. It’s time for schools and MATs to realise the benefits of professional recruitment support for non-executive roles.
Our approach begins with a conversation about your board’s needs. If unsure, we can assist with skills audits, board reviews, and general advice on board performance.
The major advantage of working with us is that we research, approach, and engage a targeted list of candidates with the skills you need, many of whom may not have considered a board role until we reached out. As your partner, we represent you by meeting and speaking to hundreds of potential candidates, generating a shortlist that surpasses any advertising or ad hoc process.
At Peridot Partners, our greatest satisfaction comes from seeing your organisation succeed because of the people we help you find.
Eddie Caveziel Cox is Peridot’s Head of Education | Schools & Academy Trusts. Having delivered hundreds of senior leadership and non-executive appointments to education providers, Eddie is an expert in finding leaders who make a tangible impact on communities. You can connect with him on Linkedin or send him an email to learn more.
