Michael F. Bowman (mfbowman@CAPACCESS.ORG)
Sat, 13 Dec 1997 14:42:24 -0500
You asked how to recruit Commissioners. This is from our training
materials at http://www.macscouter.com:
THE COMMISSIONER'S INTERNET RESOURCES
WORKSHOP PART 1
Section 4 -- Building an Effective Commissioner Service - Challenges
How Do You Recruit People?
1. Determine what positions on the Commissioner staff you are needed
and which need to be filled.
a. Are the people already there doing the job? Are they
b. Write a job description for each job that includes both
general expectations drawn from this training material and
unique expectations based on particular neighborhoods,
people and unit needs.
c. For each position that you are going to recruit for write
down a brief list of qualifications the person will have to
have to do a good job.
2. Find the best prospects for the job.
a. Consider many sources, ask people you trust for
recommendations, spread the search wide.
b. List possible prospects for each job.
c. Match their qualities to the job.
d. Prioritize prospects based on who has the qualities that
best fit the job.
3. Research the prospects at the top of your list.
a. Learn about their interests, abilities, and motivations.
b. Shape your approach by these interests, abilities, and
c. Figure out who can make the best approach with each
d. Anticipate questions and objections. Decide in advance how
you will answer them.
e. Be ready to give the prospect specific information about the
job. It wouldn't hurt to have a page or two of bullets to
give the prospect with attention to items that match his/her
interests. (Do not flood the prospect with everything you
can find on the Commissioner service. He/she probably won't
read more than a couple of pages.)
4. Make an Appointment
a. Do not recruit over the telephone. Call and invite the
prospect to coffee or ask to stop by his/her home or office.
b. Pick the best time and place for your prospect to be
comfortable and not distracted by work pressures or home
pressures. It may even be a good idea
for the spouse to be present and to sell the spouse on being
part of the committment too.
c. Never ever recruit alone. Make sure to take someone with
you that the prospect knows and is comfortable with. One
person should talk and the other should listen (this person
will evaluate and help you do better in future
5. Make the Sale
a. Introduce everyone and make sure to take some time to get
settled in comfortably.
b. Break the ice by talking about common interests, especially
things that the prospect is most familar with; e.g. hobby,
job, Scouting background, family, etc.
You should have an idea of areas based on your research.
c. "Sell the Sizzle" Give the prospect an exciting,
enthusiastic, and brief pitch on the Commissioner service
and youth without getting bogged down in tedious details.
Talk about the importance of serving units that will most
interest the prospect.
d. Describe the job you want the prospect to do. Be specific.
Don't be afraid to emphasize that the job is important to
youth and the community.
e. Remind the prospect tht he/she is the best person for the
f. Ask for questions. Be sure the prospect understands what is
expected. Answer these questions briefly and positively.
Be honest. Be prepared to overcome objections.
g. Listen for comments from your prospect that can help you
sell him/her on the job.
h. Know when to close the sale. When the prospect is nodding
yes and agreeing, close the sale. Don't keep on selling, if
it is clear that the prospect is ready to agree or obviously
i. Recognize that people work for people. Stress the
participation of people who are of interest to the prospect.
Don't overlook the friendship and fellowship that will
6. Ask for a Commitment.
a. You need this person or you wouldn't have bothered to go to
so much trouble recruiting. Say so. Be patient and wait
for an answer.
b. Don't leave without an answer, if you can avoid it.
c. If the person wants to think about it and call you later,
that may be a clue that you are about to lose the sale.
(About 75-90% of these answers lead to a no) This is
an emergency. But don't panic. Tell them you'll be happy
to hear back, but before you leave, you'd be happy to answer
any questions or discuss things more. Go back to
troublesome moments in the interview and look for ways to
repair, if possible.
d. Once you've done your best (whether you succeeeded or not),
don't over-prolong the appointment and abuse the privilege
of the visit.
e. Don't wait for the call, if the prospect wanted to think
about things. Ask for another appointment the next day
suggesting a time and place. Then follow through with a
For additional recruiting ideas see the pamphlet, Selecting District
People, No. 34514, and the video tape, Recruiting District Volunteers,
Speaking only for myself in the Scouting Spirit, Michael F. Bowman
E-mail: firstname.lastname@example.org Visit: ftp1.scouter.com/usscouts
U. S. Scouting Service Project FTP Site Administrator (PC Area)
Helping to deliver the promise of Scouting from Alexandria, Virginia
Terry Howerton Sakima Group, Inc. SCOUTER Magazine Kansas City