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.
This is terrific, thank you so much for this. We have been very scattershot in interviewing protentional new board members, it’s great to have an outline to follow.