Checklist and Interview Questions for Vetting New Non-Profit Board Members
I am on several non-profit boards and over the years, through my business and as a small business mentor, have worked with many non-profit boards.
These are the interview questions and checklist I use when vetting new potential board members. Please feel free to copy and customize to suit if you find it useful.
Checklist for Vetting/Interviewing New Non-Profit Board Members
Interviewers:
Date:
Initial Screening
Application/Resume Review:
☐ Confirm the receipt of application or resume.
☐ Check for relevant experience and skills.
☐ Review LinkedIn and other public social media platforms for relevance.
List links found:
Alignment with Mission:
☐ Assess the candidate’s passion and commitment to the organization’s mission.
Very Passionate Passionate Indifferent Not Significantly Interested
Availability:
☐ Confirm the candidate’s availability for meetings and commitment to board responsibilities.
List Dates Discussed and Agreed on:
Notes:
Secondary Screening/Interview
Qualifications and Experience
Professional Experience:
☐ Review the candidate’s professional background for relevant experience (e.g., finance, legal, marketing, fundraising).
Non-Profit Experience:
☐ Check for previous experience with non-profit organizations or boards.
List experience:
Skills and Expertise:
☐ Identify specific skills the candidate brings (e.g., strategic planning, governance, community outreach).
List attributes:
Notes:
Personal Attributes
Leadership Qualities:
☐ Evaluate the candidate’s leadership and teamwork abilities.
List attributes:
Ethical Standards:
☐ Assess the candidate’s integrity and ethical standards.
List attributes:
Communication Skills:
☐ Check for effective verbal and written communication skills.
Cultural Fit:
☐ Determine if the candidate’s values align with the organizational culture.
Yes No Unsure
Notes:
Commitment and Availability
Time Commitment:
☐ Confirm (again) the candidate can commit the necessary time for board meetings, committees, and events.
Long-Term Engagement:
☐ Assess the candidate’s willingness for long-term involvement.
Notes:
Financial and Legal Responsibility (for treasurer/secretary roles)
Financial Literacy:
☐ Ensure the candidate understands financial statements and budgeting (particularly for Treasurer candidates).
Legal Awareness:
☐ Verify the candidate’s knowledge of non-profit governance and legal responsibilities.
Very Aware Somewhat Aware Needs Some Training Needs Significant Training
Notes:
Conflict of Interest
Potential Conflicts:
☐ Identify any potential conflicts of interest with the candidate’s professional or personal life.
List if found:
Disclosure Agreement:
☐ Ensure the candidate is willing to sign a conflict of interest disclosure agreement.
Notes:
References and Background Checks
Professional Non-Profit References:
☐ Collect and verify professional references.
List references:
Sample questions to ask references:
- How do you know “name”, and in what capacity have you worked together?
- How long have you known them, and how closely did you work together?
- Did “name” serve on your board or another committee? If so, what was their role or roles?
- How would you describe their level of participation and reliability in meetings or projects?
- Was “name” involved in fundraising, advocacy, or donor relations? How did they perform?
- How did “name” interact with fellow board members, staff, or volunteers?
- Did they handle conflict or differing opinions constructively? Can you give an example?
- Would you say “name” demonstrated high ethical standards and followed through on commitments?
- Were there any concerns or challenges you observed during their time with your organization?
- Would you recommend this person for a nonprofit board role? Why or why not?
- Is there anything else we should know about “name” that would help us make an informed decision?
- If there was an opportunity to have them back on your board in some capacity would you want them back?
Background Check:
☐ Conduct a criminal background check if necessary.
Notes:
Interview Process
Interview Preparation:
☐ Prepare a list of interview questions focused on experience, skills, commitment, and values.
Nonprofit Board Member Interview Questions (customize to suit)
Personal Information
Name:
Address:
Phone Number:
Email Address:
Background and Motivation
- Why are you interested in joining the board of our nonprofit?
- What do you know about our organization and its mission?
- What motivates you to contribute your time and expertise to our cause?
- Have you had any previous involvement with our organization? If so, please describe.
Skills and Experience
- Please provide an overview of your professional background and current occupation.
- Do you have any prior experience serving on a non-profit board? If yes, please provide details (e.g., organization name, role, duration).
- What specific skills or expertise do you bring to our board? (e.g., fundraising, finance, marketing, legal, strategic planning)
- Can you provide examples of how you have used these skills in a nonprofit or volunteer setting?
Commitment and Expectations
- Board members are expected to attend regular meetings and actively participate in committee work. Are you able to commit to this level of involvement?
- How much time per month can you realistically dedicate to board activities?
- What are your expectations from the organization and fellow board members in terms of support and collaboration?
Fundraising and Advocacy
- Fundraising is a critical aspect of board responsibilities. Are you comfortable with and experienced in fundraising activities?
- Can you share any successful fundraising experiences you have been involved in?
- How would you leverage your network to support our nonprofit’s fundraising goals?
Strategic Vision and Leadership
- How do you see the nonprofit landscape changing in the next 5-10 years, and how should our organization adapt?
- What ideas do you have for improving our organization’s impact and outreach?
- How do you handle conflict or differing opinions in a group setting?
References: Please provide contact information for at least two professional references who can speak to your qualifications and experience.
Interview Panel:
☐ Assemble an interview panel of current board members and/or executive staff.
Interview Evaluation:
☐ Use a standardized evaluation form to rate the candidate’s responses and overall suitability.
Notes:
Final Decision
Board Approval:
☐ Present the candidate to the full board for approval.
Official Invitation:
☐ Send an official invitation to join the board upon approval.
Onboarding Plan:
☐ Prepare an onboarding plan including orientation and introduction to the board and organization.
Sample Evaluation Form for Interviews
| Criteria | Excellent | Good | Fair | Poor | |
|---|---|---|---|---|---|
| Professional Experience | ☐ | ☐ | ☐ | ☐ | |
| Non-Profit Experience | ☐ | ☐ | ☐ | ☐ | |
| Skills and Expertise | ☐ | ☐ | ☐ | ☐ | |
| Leadership Qualities | ☐ | ☐ | ☐ | ☐ | |
| Ethical Standards | ☐ | ☐ | ☐ | ☐ | |
| Communication Skills | ☐ | ☐ | ☐ | ☐ | |
| Cultural Fit | ☐ | ☐ | ☐ | ☐ | |
| Time Commitment | ☐ | ☐ | ☐ | ☐ | |
| Potential Conflicts | ☐ | ☐ | ☐ | ☐ |
Notes: (Anything rated fair or poor make sure it’s documented, this will be helpful down the road when doing a board S.W.O.T. analysis) A good board member does not have to check every tick box for good or excellent to contribute to the organization.
