Where to Recruit Board Members for a Nonprofit
Last year I posted about interviewing board members for your nonprofit, whether in business or starting out for a nonprofit: Checklist and Interview Questions for Vetting New Non-Profit Board Members. One of the questions I frequently get from nonprofits is WHERE do I find them in the first place.
The first place to start is identifying WHO you want to recruit. When starting a new board, you want to have it as balanced as possible: people with fundraising experience, business connections, marketing experience, etc. Many boards get formed without a strategic plan in place or a hard look at the skill sets you should actively recruit for. If you are an operating nonprofit, what skill sets do you currently lack on your current board?
The next step is leveraging professional networks, industry, and business associations. Attend events, participate in forums, and start engaging with members who have relevant skills and experience.
LinkedIn is a great place to search for professionals with experience in your field or industry. Use LinkedIn’s advanced search features to identify potential board members and join relevant groups to network. Make sure the LinkedIn groups are active, the best ones have moderators who help guide discussions, vet spam, and keep the group on track. Have organization principals like the Executive Director and Executive Committee post about it and add the ask to your LinkedIn business page as well.
Participate in or host community events, workshops, and seminars related to your mission and vision. Network with attendees, event coordinators, and volunteers, and identify individuals who show interest. Make sure contact information is exchanged, and follow up within a few days of meeting someone who might be a good asset to your board. Fine-tune your elevator pitch/30-second commercial so it resonates with people.
A place nonprofits sometimes forget to look is among their active volunteers who are already committed to your organization. When you do onboarding for a volunteer (highly suggested), it helps assess their skill sets when they come on board.
Ask your current board members for suggestions. Who do they know? Who do they talk to? Have them data mine their LinkedIn connection lists. Make sure they know specifically what skill sets you want to recruit for. Just getting warm bodies on board doesn’t help your organization.
Reach out through alumni networks from schools and universities. Do you know any alumni who have a history of involvement or interest in your nonprofit who can help spread the word that you are looking for board members? Check if the schools have alumni newsletters that would allow you to post an opportunity or a low-cost ad.
Connect with your local chambers of commerce. Attend as many chamber meetings and events as possible to network with other businesses and ask. Some of the bigger chambers have chamber ambassadors, and this is a great way to meet both new businesses and those just joining the chamber.
Engage with service organizations and community clubs like Rotary, Lions Clubs, and Toastmasters International, and ask for an opportunity to talk about your organization. These are great organizations who can help with leadership among other things.
Utilize board-matching websites like BoardMatch and VolunteerMatch/Idealist. Post board positions and search for candidates with relevant experience. Again, be specific about the types of skill sets you want to recruit. There are also other nonprofit job boards, including ones on Facebook. Look for nonprofit groups that overlap with your organization and its mission. Facebook local and niche groups can also be a gold mine for finding good volunteers and board members.
Speaking at industry conferences, community forums, or relevant events gives you the opportunity to promote your organization and attract potential board members. Who has expressed interest? Find out their backgrounds through conversation and follow up if it might be a good fit.
Reach out to universities, especially those with strong programs in relevant fields that can help strengthen your board (e.g., business, fundraising, strategic planning, marketing, social work, public administration, etc.). Connect with faculty, career services, or alumni associations to help find potential candidates. A recent college graduate with strong marketing skills can be a great asset to a board. What they don’t have “yet” in terms of life experience can be balanced by what they bring to the table in skills. I look at this as an opportunity. Similar to hiring an employee who wants to learn and is eager but may not have the experience, it can be beneficial. It’s easier to train them into what you want them to be instead of trying to train out bad habits. While there is no replacement for lived experience in business, don’t discount younger board members. Faculty with specific skill sets is often an overlooked and sometimes untapped source for board member recruitment.
Old-school advertising still has its uses. Use local newspapers, magazines, and online publications to advertise board positions. Make sure your mission is clear, along with the hook or incentive, and the expectations. Consider advertising in industry-specific publications or newsletters, such as an animal rescue advertising in a veterinary journal.
Don’t forget to ask for staff recommendations. Who do they know? Who do they connect with? While you want to be cognizant of conflicts of interest, and best practices typically avoid having family members or close friends on the board, it can be a huge network of people that hadn’t been considered. I always ask staff if they have suggestions and to explain WHY those individuals would be a good fit for the organization.
