How to Recruit the Best Board Members for Your Organization

Recruiting highly qualified and engaged board members is crucial for nonprofit and for-profit organizations alike. The board of directors shapes the organization’s strategy, oversees finances, evaluates the executive director or CEO, and guides the mission. Having the right mix of skills, experience, and passion on the board can take an organization to new heights.

As an organization leader, how do you go about finding those superstar board members to recruit? These nine tips will help you create a plan to recruit board members who will contribute to your organization’s success

1. Determine What Skills You Need

Don’t start recruiting board members blindly First, carefully evaluate what expertise, connections, and perspectives are missing from your current board makeup Creating a board skills matrix that inventories current members’ backgrounds can shed light on gaps.

Common skill sets to look for include:

• Fundraising experience
• Financial management expertise
• Marketing, PR, and communications skills
• Legal knowledge
• Technology capabilities
• Links to your client community
• Passion for your mission

Anticipate needs at least 3 years out based on board terms Ask board members and senior staff to suggest candidates who could fill key gaps

2. Create a Recruitment Plan

Document a process for how your organization will source, vet, and select new board members. Key elements include:

• Board member job description
• Board member agreement form stating expectations
• Board composition matrix
• Goals for new member qualities
• Timeline of tasks and owners

Having this plan will make your board recruitment orderly and transparent.

3. Explore Your Network

Tap into your contacts to find promising candidates for board service. Don’t just post an ad and hope people apply. Reach out directly to community leaders, volunteers, clients, vendors, donors, and those in your industry to gauge interest.

Encourage nominations from current board members, staff, and valued partners. Check LinkedIn and use board matching sites to find qualified prospects outside your immediate network.

4. Offer a Realistic Job Preview

Once you’ve identified promising candidates, have an open conversation about the board member responsibilities. Share the job description, time commitment required, meeting schedule, financial contribution expectations, and what they’ll gain from the experience.

Providing an accurate picture upfront ensures you and the candidate align on expectations before joining the board.

5. Interview Thoroughly

Take candidates through a structured interview process to assess their fit. Gauge their alignment to your mission, understanding of your work, teamwork abilities, relevant expertise, and passion for your cause.

Look for commitment to be an active, engaged board member. Beware of candidates looking to puff up their resume or bring a personal agenda.

6. Check References

Do your due diligence by speaking to people who have served on a board with the candidate previously. Look for signs that they contributed meaningfully, worked well with others, and adhered to board governance policies.

Asking references targeted questions helps reduce the risk of a bad fit.

7. Present a Slate for Election

Once you’ve vetted candidates thoroughly and know they would accept the role if selected, present a slate of 2-3 potential new board members to the board for consideration.

Provide candidate bios, resumes, and notes from reference checks. Give the board a chance to discuss pros and cons before holding the official vote.

8. Notify and Onboard

Contact your chosen new board members right away to share the good news! Send a welcome packet covering board policies, schedules, contact info, and more.

Schedule an onboarding session to orient them to your mission, strategy, finances, and board practices. Pair new recruits with a board mentor for ongoing support.

9. Develop Board Members

Keep investing in both new and tenured board members’ governance skills. Create professional development plans that include training on topics like financial oversight, fundraising, DEI, and strategic planning.

Ongoing board education ensures members are equipped to provide excellent leadership as your organization evolves.

Recruiting fantastic board members does not happen by chance. It requires intention, effort, and a systematic approach. Following a process like the one above will lead to building a high-caliber board equipped to guide your nonprofit or company to fulfill its purpose.

With the right board member recruitment and onboarding practices, you will assemble a dream team board committed to your mission. These board members will contribute diverse perspectives, provide critical guidance, and help expand your organization’s impact in the community.

Recruitment Process Step-By-Step

Here is a more in-depth look at what an effective board recruitment process entails from start to finish:

1. Identify Needs

• Review current board composition using a skills matrix
• Note upcoming vacancies based on term limits
• Survey board and staff on skill gaps to fill
• Plan needs 2-3 years out

2. Create/Update Recruitment Plan

• Board member job description
• Board member agreement form
• Board matrix of desired qualifications
• Goals for recruiting priorities
• Application and selection process timeline

3. Source New Candidates

• Ask current board members for suggestions
• Request nominations from staff and community partners
• Review your volunteer roster
• Post board member openings on job boards
• Search LinkedIn and board matching sites

4. Screen Candidates

• Have an introductory call to explain board member responsibilities and expectations
• Provide board meeting dates and the anticipated time commitment
• Gauge their interest level and fit based on your current needs

5. Interview Candidates

• Board chair, governance committee chair, and ED interview finalists
• Use a consistent set of questions to assess each candidate
• Evaluate their qualifications against required criteria
• Assess cultural fit and commitment to the mission

6. Conduct Reference Checks

• Contact 1-2 people who served on a board with the candidate
• Ask about their attendance, engagement, teamwork skills, contributions
• Look for any red flags

7. Finalize Slate to Nominate

• Select 2-3 top candidates
• Prepare candidate bios, resumes, and background notes
• Present slate for board review and vote

8. Make Your Selection

• Hold official vote to elect new board member(s)
• Notify chosen candidates right away

9. Plan Onboarding

• Send welcome packet with key info
• Schedule onboarding session
• Provide board handbook and materials
• Appoint board mentor

10. Develop Board Members

• Provide ongoing governance training
• Create individual development plans
• Offer board retreats and workshops
• Fund board attendance at conferences

Following this step-by-step process will help you recruit the most qualified board members for your organization’s needs. You’ll build a robust pipeline of potential candidates for both immediate and future board roles.

Where to Find Board Member Candidates

Casting a wide net through multiple channels is key to surfacing great board member prospects. Relying solely on your own contacts and current board for referrals is unlikely to yield the diversity and breadth of experiences needed.

Here are some of the best places to look:

• Your volunteer base – Volunteers who are deeply committed to your mission make excellent board candidates. They already have first-hand experience with your work.

• Clients/donors – Look at existing financial supporters who may be ready to take a leadership role.

• Board matching sites – Many organizations like BoardSource and VolunteerMatch offer a board candidate directory.

• LinkedIn – Post the opening in relevant LinkedIn Groups and search for local leaders by skillset.

• Associations and clubs – Industry associations, Chambers of Commerce, Rotary Clubs, and other professional groups contain well-networked individuals.

• Young professional networks – Gen X and Millennial leaders are eager to gain nonprofit board experience.

• Board graduates – Past members who rotated off your board may be ready to return after a break.

• Partner organizations – Respected peers may have potential board members to suggest.

• Community leaders – Involve respected voices from the communities you serve.

Having multiple prospect channels ensures you can recruit from a diverse pool of qualified candidates.

Qualities of Strong Board Members

When evaluating board member candidates, which attributes should you look for beyond professional qualifications? Here are some key qualities that make for engaged, productive board members:

• Passion for the mission – This tops the list. Board members should be strongly committed to your cause.

• Relevant skills and experience – Look for skill sets your board currently lacks.

• Leadership skills – Board service requires being able to collaborate and guide strategy.

• Problem-solving ability – Can they analyze complex issues and weigh tradeoffs?

• Interpersonal skills – Ensure they communicate openly and courteously.

• Diversity – Seek diversity in gender, age, race, culture, and thought.

• Time and energy – Evaluate their bandwidth to be actively involved.

• Integrity – Make sure they adhere to high ethical standards.