Recruiting "movers and shakers" to your nonprofit's board

I am regularly asked about how to recruit board members. I hear things like, "I don't know any good candidates" and "I can't make connections with the 'movers and shakers'". In growing your board, you may be having similar thoughts. If so, I have to ask:

• Who are these 'movers and shakers' and why do you think you need them?
• Are they the people who's pictures you see in the newspaper?
• Are they people who already sit on the boards of  "prestigious organizations" ?
• Are they the people you think have lots of money to support your organization and lots of friends with money, too?

The reality is those so-called movers and shakers may never be interested in serving on your board. And if by chance they did agree to it, would they be the active, engaged and passionate people you need?

Don't underestimate the value of the people around you. Judging a book by its cover can be costly -- any way you look at it.

When building your board, think about what you really need and not what you think you should have. That "nobody" you overlook today could become a "mover and shaker" tomorrow. Wouldn't it be better to already have him/her committed to your organization?

Recruiting board members is challenging for most nonprofits. Finding people with a passion for your cause; the skills your organization needs; a willingness to commit their time, talent and treasure (money); and an existing understanding of how to serve on a nonprofit board is literally like finding a needle in a haystack!

Just like in recruiting for any other position, identifying and vetting good candidates takes time. Additionally, even if someone looks good on paper, they may not be a good fit.

 

Building the board of your dreams requires a strategic approach that shouldn't be rushed. Most importantly, you should know what you need and write it down before you begin recruiting. There are two key questions to which you should have written answers:

1. What skills should exist on the board? The top two are legal and financial. Having board members with these skills will result in cost savings for your organization. But you might also want someone with skills in marketing, business management, human resource management and fundraising. You should also have someone who represents your targeted beneficiary population. And, diversity is a must!
2. What will board members be expected to give? This question relates to their time, talent and treasure. You should have a detailed description of board member duties and responsibilities. Successful board recruitment requires a clear understanding and agreement of expectations from you and each prospective board member.