discussion to share the association's expectations for the role and the qualities we seek in the individual who will fill this position.

When discussing the association's expectations for the role and the qualities sought in a prospective candidate, it's important to outline several key points clearly.

1. Role Expectations: The primary responsibilities associated with the position should be defined clearly. This includes day-to-day tasks, the scope of the projects involved, and any specific goals tied to the role. For instance, if the position involves managing a team, the expectations could include leadership, communication skills, and conflict resolution abilities.

2. Qualities and Skills: Identify the essential qualities we seek in candidates. This may include specific skills such as technical expertise, analytical thinking, creativity, and adaptability. Soft skills often play a significant role, such as teamwork, leadership potential, and communication abilities. We might also look for candidates who show a strong alignment with the organization's values and mission.

3. Cultural Fit: Discuss the importance of finding someone who embodies the association’s culture. This could mean looking for individuals who are community-oriented, passionate about our cause, and committed to collaborative work.

4. Growth Potential: It’s also valuable to consider the individual's potential for growth within the organization. The ideal candidate should be someone enthusiastic about professional development and ready to take on increasing responsibilities.

5. Diversity and Inclusion: Emphasize the importance of diversity and inclusion within the association. Candidates from varied backgrounds can offer unique perspectives and contribute to a richer organizational culture.

By sharing these expectations and qualities in detail, we can ensure that all stakeholders have a clear understanding of what we are looking for in a new hire and the kind of candidate who will thrive in our association.