Trouble finding board directors? Effective strategies for recruiting the best

Finding the right board directors is a cornerstone of effective governance for not-for-profit organizations. However, the process can often be challenging due to various factors, including a lack of interest, diversity, or specific skills.

This blog post explores comprehensive strategies to enhance the recruitment process. These strategies aim to attract competent and committed individuals who can contribute positively to the governance and success of the organization.

Master the methods used in the not-for-profit sector and gain an in-depth understanding of every step of the recruitment and selection process. A comprehensive approach ensures that it results in the board not only filling vacancies but also strengthening the organization to achieve its maximum potential.

Recruitment in the Not-for-Profit Sector:

1. Use Personal Networks

Utilizing the personal connections of current board members is a quick way to find candidates with trusted endorsements. However, this approach may limit diversity, as people tend to know others like themselves. Expanding beyond familiar circles can bring fresh perspectives and ideas vital for dynamic governance.

2. Formal Committees

Establishing committees such as a Nominating or Governance Committee ensures a structured recruitment process. These committees ensure all candidates are considered fairly and fit the organization’s needs, reducing biases and promoting a systematic approach to board selection.

3. Public Advertising

Broadening the search through public advertising allows organizations to reach potential candidates they might not otherwise encounter. This could include local newspapers, industry-specific publications, social media platforms, and community bulletin boards. Each medium can target different demographics and bring diverse applicants.

4. Professional Recruiters

Professional recruiters can help find high-quality candidates for roles requiring specialized skills or executive positions. These experts have networks and recruiting tools that might be beyond the organization’s reach, offering a broader pool of qualified candidates.

5. Local Programs

Engaging with local municipal or volunteer sector programs that train board candidates can provide a ready-made pool of trained and motivated individuals. These programs often focus on governance, ethics, and the specific challenges non-profit boards face.

Vetting Candidates

a) Conflict of Interest

It’s crucial to examine any potential conflicts of interest that could impact a candidate’s impartiality and effectiveness. This includes checking their professional engagements, board roles in other organizations, or any financial interests that might conflict with their duties.

b) Over-Boarding

Candidates involved in multiple boards may be unable to dedicate time and energy to one specific board. It’s important to assess their current commitments to ensure they can provide the required attention and resources to the board.

c) Skill and Knowledge

Boards might need specific skills for upcoming projects, such as financial expertise for a major funding campaign or legal skills for compliance issues. Candidates should be evaluated on these needs to ensure they can contribute effectively.

Matrix for Recruitment

A well-structured matrix can help evaluate and compare candidates across various criteria. This tool can include columns for required skills, potential diversity contributions, professional experiences, and personal qualities, helping to create a balanced and effective board.

Application and Assessment Process

Standardizing the application process using a common format, such as a Statement of Personal Interest, allows for uniform assessment of candidates. This helps in efficiently comparing qualifications and fit for the board.

Interviews and Reference Checks

Conducting thorough interviews and performing reference checks are critical for understanding candidates’ capabilities and how they might interact with existing board members. These steps are essential for ensuring that candidates meet the technical requirements and fit well with the board’s culture and dynamics.

Role Documentation and Succession Planning

Detailed role descriptions clarify expectations and responsibilities, making it easier for candidates to understand what is expected of them. A succession plan anticipates future vacancies and helps maintain continuity, ensuring the board remains functional and effective through transitions.

By fleshing out these strategies, non-profit organizations can improve their recruitment processes, attract qualified individuals, and ensure their boards are well-equipped to meet future challenges.