Your board is an essential component of your nonprofit’s team. It provides governance and strategic direction to your nonprofit, ensuring everything runs smoothly and serves your mission.
While you may already have a solid board in place, bringing fresh faces to your board can offer some much-needed new perspectives and help reinvigorate your organization’s overarching strategy. Whether you’re part of the 59% of nonprofits that instate board member term limits or not, adding new members can push your existing board to think in new ways and allow you to make a greater impact.
But how do you find new members who are right for the job? The task of recruiting new nonprofit board members is not something you should take lightly. Thus, we’ve compiled a list of tips to help you approach the board recruitment process strategically and select candidates who are the perfect fit for both the role and your organization. Let’s get started!
1. Leverage your network.
Your nonprofit likely has various stakeholders who are passionate about your cause. Lean on the people who make up your community to find suitable prospects for your board. They know your organization and can help identify people they know who may be ideal for the role.
For instance, you may call upon the following stakeholders for their input:
● Current board members
● Donors
● Volunteers
● Staff
● Community leaders
● Corporate partners
To facilitate this process, consider creating a referral program. That way, you can make it easy for people to refer those within their networks to your organization.
Start by establishing qualities or experiences your ideal board members will have. For example, you may look for prospects with prior experience working with a nonprofit. Share these requirements with your stakeholders so they can refer candidates who align with your objectives.
Then, outline the referral submission process. Determine submission logistics, such as:
● Which channels people can use to submit referrals. For instance, you may accept referrals via email, your website or your staff’s internal communication platform.
● What information you’ll collect about each prospect. You’ll likely collect prospect names and contact information, but you may want to know additional information, such as their relation to the person referring them and what makes them an ideal candidate.
● Who will be involved in the evaluation process. Decide which board members, staff members and other stakeholders will review each referral and how they’ll choose which prospects to interview.
Lastly, establish how you’ll recognize and reward people who submit successful referrals. You may send them thank-you notes, acknowledge them publicly or offer them a small gift.
2. Clearly define board member responsibilities.
Like any job description you create, you’ll want to clarify exactly what board members will be responsible for during their time at your organization. That way, candidates can reflect upon their own experiences to determine if they align with your expectations. Additionally, being clear about the role upfront can eliminate confusion once recruits start their new positions.
Consider listing board member responsibilities with associated qualities or relevant experience that would help candidates be successful, like this:
● Govern and oversee our nonprofit’s operations. Board members ensure our nonprofit complies with all legal and regulatory requirements and operates in accordance with our mission and strategic goals. Strong leadership skills are helpful for this aspect of the role.
● Assist with the strategic planning process. Board members actively participate in the strategic planning process, helping our team assess its current state, align our work with our mission and create a well-rounded action plan. Collaboration and attention to detail are key.
● Help with financial management. As a board member, you’ll be responsible for creating and updating financial policies, approving the annual budget and monitoring our financial performance. Accounting or finance experience is a plus.
● Support fundraising efforts. Board members help our organization generate revenue by communicating with, cultivating relationships with and stewarding donors and sponsors. They also assist with developing our overall fundraising strategy. Strong communication skills help board members in this area.
● Identify and mitigate potential risks. Our board ensures our nonprofit remains stable and compliant with all relevant laws and regulations. They may address financial, legal, operational and strategic risks. Board members must be problem solvers who maintain a positive attitude in potential crises.
● Assist with capital campaign planning and execution. Board members are involved throughout the capital campaign process. They may participate in stakeholder interviews, analyze feasibility study results, solicit donations and monitor campaign progress. Previous large-scale project management experience is useful here.
Additionally, ask candidates to list any specialized skills that could be helpful for serving on one of your committees. For example, current or former Certified Public Accountants (CPAs) and finance professionals may be well-suited for your finance committee.
3. Highlight the benefits of board membership.
As much as you want new board members to have the skills and experience you’re looking for, you also want to attract them to the position and explain why it’s a worthwhile opportunity. In your board member role descriptions and interviews, showcase the various benefits of serving on your nonprofit’s board, such as:
● Professional development. Throughout their time on your board, members will gain leadership skills, engage in problem-solving and form new connections to expand their networks.
● Strengthened teamwork and collaboration skills. Additionally, board members get experience working closely with their fellow members. They learn how to collaborate with people from a variety of backgrounds and perspectives in order to make the best decisions on behalf of your organization.
● Insight into nonprofit management. Board members receive a behind-the-scenes look at how nonprofits run. This experience may help them pursue a career in the nonprofit sector, go on to serve on another board or even become a more well-informed supporter of various causes.
● Opportunity to make an impact. When you serve on a nonprofit board, you’re helping the organization assist its beneficiaries. While you may not interact with these beneficiaries on a regular basis, your work changes their lives for the better.
● Personal growth and fulfillment. Many board members enjoy giving back to the causes they’re passionate about and making a difference in their communities. It makes them feel good to know they’re enacting positive change.
Have prospects reflect on these benefits. Why do they specifically want to join your board? Learning about candidates’ motivations can steer the conversation in a productive direction, allowing you to focus on the benefits they’re most passionate about. Additionally, it can help you gain greater insight into their character and suitability for the role.
4. Put your mission at the forefront.
The new board members you recruit should genuinely believe in your mission. Ultimately, their job will be to position your nonprofit to best fulfill this mission, so their passion will allow them to do the best job possible and enjoy the work they’re doing.
With that in mind, your mission should be prominent in your recruitment materials, outreach and interviews. Since you’ll be sharing your purpose far and wide, take this opportunity to clarify your mission statement.
Sit down with your team to ensure your mission reflects your nonprofit’s current work and uses clear and concise language. Read different iterations aloud to catch any awkward wording or sentence structure.
If you’ve made any changes, make sure to update any places where you’ve included your mission statement, especially your website. Include relevant beneficiary or stakeholder stories that bring your mission to life.
5. Have prospects meet with current board members.
Setting up meetings between prospects and current board members allows your board to offer their unique perspectives and explain what they love about working with your nonprofit. These one-on-one conversations can help prospects get to know your organization on a deeper level and start to form personal connections with your board members.
Prospects can take this time to ask questions about board members’ experiences and bring up any concerns they may have. For example, some may think they have to be extremely outgoing to be successful in the role, especially when it comes to forming relationships with stakeholders. However, introverts tend to be observant, active listeners, making them shine during one-on-one donor conversations.
These conversations also allow current board members to take on a mentorship role as they get to know prospects and offer them advice. They can also take this time to evaluate candidates’ cultural fit with your nonprofit and report back on their suitability for the role.
Each board member plays a pivotal role in the future of your organization, which is why it’s so important to select new members strategically. With these tips, you can recruit board members who are eager to take on the role and ready to help make a difference for your cause.