How can you recruit board members in a competitive market?

1 Define your needs

Before you start looking for potential board members, you need to have a clear idea of what skills, experience, and perspectives you need to fill the gaps in your current board. Conduct a board assessment to identify your strengths and weaknesses, and create a board matrix that outlines the desired competencies, demographics, and networks of your ideal board members. This will help you narrow down your search and target the most suitable candidates.

3 Communicate your value proposition

To attract board members in a competitive market, you need to communicate your value proposition effectively. This means highlighting the benefits and opportunities of joining your board, such as the impact of your work, the reputation of your organization, the learning and development potential, and the recognition and appreciation. You should also be transparent about the expectations and responsibilities of board service, such as the time commitment, the financial contribution, and the code of conduct. By communicating your value proposition clearly, you can appeal to the motivations and interests of your prospects.

4 Engage your candidates

Once you have identified some potential board members, you need to engage them in a meaningful way. You can start by inviting them to attend your events, visit your programs, meet your staff and beneficiaries, and learn more about your organization. You can also ask them to join a board committee, a task force, or a special project to test their skills and fit. You should also conduct interviews and reference checks to assess their qualifications and suitability. By engaging your candidates, you can build rapport and trust, and gauge their commitment and enthusiasm.

5 Retain your board members

After you have recruited your board members, you need to retain them by providing them with a positive and rewarding board experience. You can do this by offering them a comprehensive orientation, a mentorship program, a board manual, and ongoing training and support. You should also ensure that they have a clear role and purpose, a voice and influence, a feedback and evaluation system, and a recognition and appreciation mechanism. By retaining your board members, you can enhance their performance and satisfaction, and reduce your turnover and recruitment costs.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?