This is the first blog in a series focusing on creating informative, impactful, and welcoming processes for nonprofit board member recruitment, engagement, development and retention. This is essential work for building sustainable, mission-driven organizations that help create a brighter future for our communities.
Recently, I was contacted by a well-established and successful nonprofit seeking help with their board recruitment challenges. Their board is small and shrinking, with some members aging and others preparing to step down. They are eager to strengthen their board to continue supporting the vital work they do in their rural community. Despite their efforts, they’ve struggled to recruit new members.
While I work extensively with organizations on board governance, onboarding, training and strategic planning, I don’t often focus on recruitment specifically. To assist, I reached out to my colleagues at Volunteer Victoria and Volunteer Manitoba, and their expertise was invaluable.
One key takeaway was that while finding new board members is important, keeping them engaged and supporting them to fully contribute is equally important.
This month’s newsletter will concentrate on recruitment. In the following months, we’ll explore other crucial aspects like onboarding, training, succession planning and more, each piece contributing to a comprehensive strategy.
So, from the standpoint of recruitment, here are some best practices to consider:
1. Determine Ideal Board Composition
Before starting recruitment, assess your current board and identify gaps in skills, expertise, demographics, and perspectives. Create a matrix of desired competencies and characteristics to guide your search. Consider what areas of expertise your organization needs—whether it’s financial management, marketing, legal expertise, or community engagement—and seek candidates who bring those specific skills. Additionally, diversity in age, background, and lived experience will enhance decision-making and reflect the community you serve.
2. Define Clear Roles and Expectations
Create a detailed board member volunteer job description outlining responsibilities, time commitment, training opportunities, and expectations such as fundraising and advocacy.
3. Leverage Networks Strategically
Encourage current board members, staff, and volunteers to tap into their professional and personal networks to identify potential candidates. Contact related associations, educational institutions and other organizations who may cater to people that would benefit by volunteering for your organization.
4. Engage In Continuous Recruitment
Don’t wait until there’s a vacancy to begin recruitment. Build a pipeline of potential candidates by maintaining relationships with individuals who express interest. Know what your current board members’ future intentions are in terms of continued service beyond their board term.
5. Respond Promptly To Inquiries
Always reply to volunteer or board member inquiries promptly to show appreciation for their interest and avoid losing potential candidates. The number one complaint from volunteers is “I contacted the organization and they never got back to me.” Reply to all volunteer inquiries.
6. Create An Appealing Recruitment Package
Develop a complete information package that includes the organization’s mission, strategic plan, financial reports, and board member expectations. Make this easily accessible on your website.
7. Prioritize Passion For The Mission
Looking for the right skills and experience are essential, but having a passion for your organization’s mission should be a top priority. Board members who believe in your cause will not only bring their expertise but also serve as dedicated ambassadors. Look for individuals who show a commitment to your mission, such as current members or service users, or those who engage with similar organizations.
8. Conduct Thorough Interviews
Once you’ve identified potential candidates, conduct an interview to assess their compatibility with the board and the organization. Go beyond discussing their skills and experience by inquiring about their motivation for joining the board, their connection to the mandate, and how they see themselves contributing to the organization as a whole.
9. Offer Trial Engagement Opportunities
Consider having promising candidates serve on committees or volunteer in some manner to allow them to get to know you and the organization better, and to evaluate their fit before offering a board position.
There you have it, a comprehensive list of some best practices to be brilliant at board member recruitment.
Also, why not consider reaching out to your local volunteer centre for support in recruiting! Volunteer Manitoba and Volunteer Victoria both offer a number of programs and opportunities for organizations to advertise and recruit. Visit their websites to learn more.
But the work doesn’t stop here. Once you’ve recruited a new board member you need to ensure they have everything they need to feel welcome and contribute to the best of their ability. I so often hear board members saying that they don’t know what to do or how they can best help.
Special thanks to Ashley Seymour of Volunteer Manitoba and Lisa Mort-Putland of Volunteer Victoria for their wonderful contributions to this post.
Next month we’ll look at onboarding new board members and what is needed to set new members up for success.
Thanks,
Frank
