This article was previously published by the Pinpoint Governance Group and is reprinted with permission.

I had the privilege to speak at a roundtable session hosted by Tourism London at the CSAE Conference last month in Halifax. I spoke about board recruitment and was delighted to connect with many nonprofit professionals who are looking to step up their governance game. 

Board recruitment is not just about filling seats. It’s about finding qualified leaders that will steer your organization in the right direction for the future. This requires time, discipline, commitment and follow-through. 

Many high performing boards have put more rigour around their recruitment processes and are replicating the steps used to recruit paid staff. They have moved beyond choosing friends and have eliminated popularity contests which can put many non-profits at risk.

Here is a step-by-step guide to recruiting the best and brightest.

1. Create a list of board competencies, skills and experience (CSE)

You likely won’t find a candidate that checks off all of the boxes on your list, but it will serve as a summary of what your board needs as a whole. Your board can do this on their own or delegate this to a Nominating/Recruitment Committee to undertake.

2. Assess current board members and identify gaps

All current board members will be asked to check off which CSEs they feel they bring to the table. Once you have a summary of the board’s responses, identify the gaps in the CSEs. Provide those gaps to your Nominating/Recruitment Committee to include in their call for applications.

3. Make your call for board volunteers more appealing

Create a call for volunteers that looks less like a by-law requirement and more like a call to action. Hit candidate heartstrings, evoke their emotions and passion, emphasize the leadership growth opportunities and the value of the role and organization.

4. Create a comprehensive and stellar candidate package

Board candidates will want as much detail on the role and organization as you can provide. Create a candidate package that contains time commitment (the ACTUAL amount of time!) for board and committee meetings, events, etc. Include board and officer role descriptions, annual reports, strategic plan, videos and anything else that would help them decide whether or not to apply. 

The more comprehensive the candidate package, the more attractive your organization will be! Keep this info in a permanent section on your website in case candidates want info throughout the year.

5. Be sure to streamline the application process

Make the application as streamlined as possible so it is not a headache for candidates. An unorganized and complicated process is a bad reflection on your organization.

6. Fully utilize the power of your networks

Once the call for applications is released, ask your board and other volunteers to work their networks. Encourage them to get one strong candidate they know to apply. Also, switch up where you post board opportunities and go beyond the places you have shared in the past. This might result in new, diverse voices coming forward.

7. Conduct final stage interviews

When a final group of candidates is shortlisted to the next stage, preparing the right questions and interviewing candidates are important steps in the process. Our new virtual world has made conducting interviews much more economical, convenient and efficient. There is no excuse now!

8. Conduct in-depth background checks

Once a slate of candidates is confirmed, many organizations choose to conduct reference and background checks (criminal and/or financial). This helps to further minimize the risk of a wrong fit or a potential unwelcome surprise down the road.

Taking these steps will demonstrate to stakeholders that your organization has raised the board recruitment bar. In addition, you will have a strong, defendable narrative to explain how individuals get onto your board when asked.

Now it’s time to onboard your new directors!

Heather Terrence is a Certified Association Executive (CAE), a nonprofit governance expert and President of Pinpoint Governance Group. Prior to consulting, Heather worked in the Canadian nonprofit sector for over 20 years in various executive roles. Heather proudly serves as Treasurer on the Board of Directors at the Native Canadian Centre of Toronto. She is a long-standing member of the Canadian Society of Association Executives (CSAE) and also serves on their Board of Directors.