Mastering Board Recruitment: A Step-by-Step Guide to Interviewing New Board Members

In previous discussions, we covered the essentials of board recruitment planning, the tools and infrastructure for successful board outreach, and how to engage potential members. Let’s dive into the next critical step: interviewing new board candidates.

Why You Should Interview Prospective Board Members

Interviewing potential board members is essential. Think of it as a quality assurance step, where you confirm that the individuals who have shown interest align with your organization’s mission, values, and goals. This process ensures you’re bringing on board members who support your vision and can actively contribute to it. Here at Solutions Matter, we coach organizations through every step of this interview process, helping you feel prepared and confident in your approach.

Preparing for the Interview

The interview begins with an invitation email to candidates who have completed your board application form. In the email, we provide a scheduling link, making it easy for them to schedule a convenient time to meet with you. This small but thoughtful step helps establish a positive tone and gives candidates the flexibility they need to participate.

When they arrive for the call, set a welcoming tone by calling it a "Board Introduction Call" rather than an "interview." This simple change can relieve any feelings of pressure or formality, creating a comfortable environment that encourages open dialogue. Start by introducing your organization’s vision and mission—letting candidates know exactly what drives your work and giving them context for how they might contribute.

Asking the Right Questions

Asking the right questions is crucial in determining whether a candidate will be an asset to your board. At Solutions Matter, we provide organizations with targeted questions that help you evaluate each candidate’s:

- Skills: Assessing specific skills that align with the board’s needs.

- Experience: Determining if they’ve held leadership roles or have experience relevant to the nonprofit’s mission.

- Values and Culture Fit: Confirming alignment with your organizational culture and values to ensure a harmonious working relationship.

Your board should consist of people who bring expertise and share your commitment to your mission. Bringing on individuals whose values and ethics don’t match your organization’s can lead to conflicts, derailing progress and unity within the board.

Building Trust Through Transparency

Remember, your prospective board members are considering an unpaid position that requires a significant commitment. Be prepared to answer their questions clearly and honestly. This may include addressing concerns about time commitments, expectations for their roles, and the resources available to support them. Clear communication helps build trust, setting the stage for a productive and fulfilling relationship.

Listening and Making Your Decision

An effective interview is a two-way conversation. Listen carefully to what the candidate shares, take notes, and evaluate whether they meet your selection criteria developed during the planning process. Avoid feeling pressured to make an immediate decision. Instead, close the interview by thanking them and letting them know you’ll follow up soon with more information on the next steps.

Once all interviews are completed, you can send each candidate a follow-up email indicating whether or not they’ve been selected. This is a great way to maintain professionalism and ensure clarity in communication.

What’s Next? Onboarding Your New Board Members

If you’re satisfied with your interview process and have selected candidates who meet your criteria, you’re ready for the next phase: onboarding. In future discussions, we’ll discuss strategies for ensuring new board members understand their roles, responsibilities, and commitment to your organization.

Interviewing prospective board members can seem daunting, but with the proper preparation and approach, it becomes an invaluable part of building a robust and effective board. If you need support with any stage of the board recruitment process, please contact us at Solutions Matter. We're here to help you build the board your organization deserves.