In this blog, we’ll explore how to recruit the right people for your board of trustees, ensuring the team is not only qualified but also diverse, engaged, and mission aligned.
- Identify the Skills and Gaps
Before recruiting, conduct a board matrix analysis to identify current strengths and gaps. Consider skills in areas such as:
- Finance and accounting
- Fundraising and development
- Legal and compliance
- Marketing and public relations
- Governance and nonprofit management
- Community engagement or lived experience
Having a well-rounded board ensures broader perspectives and more informed decisions.
- Define Your Ideal Trustee Profile
The right board member is more than just a résumé. Define the ideal traits for your organization, such as:
- A clear passion for the mission
- Availability to attend meetings and participate in committees
- Willingness to fundraise or make a personal contribution
- Collaborative attitude and ethical mindset
This profile should guide all conversations and screening processes.
- Build a Strategic Recruitment Plan
Recruitment shouldn’t be rushed. Develop a process that includes:
- Outreach channels: Use professional networks, board-matching programs, and community leaders.
- Nomination process: Ask current trustees and staff for recommendations.
- Screening and interviews: Assess compatibility with your board’s culture and needs.
- Onboarding strategy: Prepare new members with orientation and mentorship.
Strategic planning ensures alignment between the candidate and the organization’s vision.
- Prioritize Diversity and Inclusion
A diverse Board of Trustees better reflects the community it serves and improves decision-making. Prioritize diversity in:
- Race and ethnicity
- Gender and age
- Socioeconomic background
- Geography or lived experience
Intentional inclusion enhances equity and credibility.
- Make the Ask Thoughtfully
Once you’ve identified a strong candidate, invite them to join with clarity and professionalism. Communicate:
- Expectations (e.g., attendance, fundraising, committee work)
- Term lengths and responsibilities
- The board’s strategic priorities
- How their skills will contribute
Transparency at the start sets the tone for long-term engagement.
- Evaluate and Refine the Process
After each recruitment cycle, ask:
- Did the new trustee integrate well into the board?
- Were expectations met by both parties?
- Did the process reflect your values and mission?
Use this feedback to continually improve how you recruit and retain top talent.
Conclusion
Recruiting the right individuals for your Board of Trustees requires planning, intention, and clarity. By defining needs, prioritizing diversity, and approaching candidates with purpose, you’ll build a board that is not only capable but also deeply committed to advancing your mission.