Recruiting Board Members 

Looking back at my 30+ years working with nonprofit organizations, it is clear to me that some of the most sophisticated work executive directors have to do  involves recruiting and motivating board members. A board of directors does not simply grow out of thin air.  The process requires a considerable amount of time, strategic direction, leadership and thoughtfulness.   There is a direct correlation between the effectiveness of the board of directors and the success of the organization.   That is not to say that the CEO and staff leadership are not absolutely critical to the impact of the agency, but the board brings credibility, accountability, technical expertise, support, resources and long term stability to the organization.

It all starts with thinking strategically about the type of board you want.   As organizations grow, much like people, they require different types of board members. During the start-up phase of an organization, the board should be comprised of people with passion who also work hard for the organization.   As the organization grows (usually when money come into the picture) the board composition needs to expand to include people with technical expertise (accounting, legal, fundraising, organizational development, marketing and public relations).   As the agency continues to grow it will enter a more mature stage, and there will be a need to recruit people of wealth to the board (both wealthy individuals and individuals with access to wealth).

The following are some TIPS that have worked for us in recruiting board members::

1. Develop a Board Grid to analyze the backgrounds, skills, genders, and ages of your board members. This grid will show you where the existing gaps are and will be helpful in pinpointing what types of people you still need on your board.
2. Don't just recruit warm bodies .   It is important that people feel honored to be part of your board.  Develop a questionnaire that potential board members are required to fill out.
3. Look at the Three W theory of board development. This theory states that a healthy board is a balanced board and that it has a combination of WORKERS (the people who have the passion, compassion, commitment and time); the WISDOM (the technical people who come on to use their existing skills and talents) and the WEALTH (people who have access to money – these are the gatekeepers, such as foundation staff, members of religious groups, corporate executives, etc.).
4. Make sure you recruit constituents.   Having youth on the board of a youth organization brings an entirely new dynamic to the organization and reflects that you care enough about the constituency to involve them in the decisions of the organization. For some funding sources this is critical for a grant.  
5. Use a three or four step process for recruiting new board members. Here is an example of the process:
   1. Form a Board Nominating Committee to screen the names and review resumes in order to determine who to interview. 
   2. Make the initial approach.   This should be done by at least two people: the executive director and a board member.   Take the candidate to lunch or coffee and discuss the organization in order to determine the candidate's level of interest in the mission and vision of the organization. 
   3. If the person is interested ask her/him to fill out a board candidacy form.   Take the information back to the committee and see what the other people think.   
   4. The next step could be to invite the person either to tour your facilities/office or to attend a board meeting.   At that point, if all signs are "GO" have the president of the board extend the invitation.
6. Make expectations clear. You must make crystal clear what the expectations are in terms of how many hours per month the candidate will need to devote to board and committee meetings, what their financial commitment will be,  the number of special events they will need to attend, and so on.   Also make sure that if they bring expertise to the table (accounting, legal, fundraising) that they are clear as to what their role will be in relation to that..
7. Hit the ground running. Generally, you have about three meetings to make sure the new board member is engaged and involved in the organization. Make sure in the recruiting process you plan out the strategies to get the new board member involved IMMEDIATELY in the organization .
8. Tie board recruitment and fundraising together. If you plan to approach corporations and religious institutions for money during the next year, look at recruiting people who might help you penetrate this market such as rotary club members, ministers, regular church-goers.
9. Develop a feeder system.  Always be on the look-out for new board members.   Use your committees as ‘feeder systems' to identify and test out potential board members. It is easier to get busy people on a short term or ad hoc committee to help you design a marketing strategy and THEN see if they show interest in serving on the board.
10. Recruit people, NOT institutions.   When recruiting new board members who work at companies, city government, churches and other institutions, make sure you are recruiting them as individuals first.   It is important to lock the individual into the organization rather than always having them go back to their institution before they can make a decision.

  Some tips from one of our readers, Kathy Murphy: 

• Ask current board members for suggestions, particularly out-going ones who really understand your organization.
• Observe who consistently attends events related to your focus...that interest might make them an excellent board member.
• Does your city have a Young Leaders award or a leadership training program?  That's always an excellent source of new board members.  
• Look at the professions of your current board. Do you have members with financial, legal, marketing/PR/Advertising, writing/communications, fund-raising, non-profit, local government, or technology backgrounds?  If not, make a concerted effort to find a new board member who can fill those gaps.
• Ask your local Chamber of Commerce or Rotary Club or Kiwanis group if they know of members who are looking for new volunteer opportunities.

And more from another reader, Jeanette Troncoso:

1) Appoint someone to do the leg work of: developing a list of people to approach; calling corporations willing to become involved in non-profit; sending board packets (marketing packets with information to prospective board members); and organizing the interviews.

2) Approach people who you have worked well in your networking circle, and who represent agencies or entities that will advance your mission. Always do an evaluation of your present Board to identify sectors that are not at the table (i.e., corporate, government, media, etc).

3) Prospective members should be invited to apply through a phone call or a lunch meeting.

If you need help recruiting board members or facilitating a board retreat, give us a call. Contact Nicolle Fogleson at 303-355-2919.