How to recruit board members
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Why board recruitment matters
An effective board is essential to the success and sustainability of your organisation. An effective board relies on recruiting the right mix of people. Defining your recruitment processes helps attract individuals who align with your organisation’s vision and mission.
By having strong recruitment processes, your organisation can:
- access diverse expertise
- align strategic goals
- support continuity
- maintain good governance.
Who is responsible for board recruitment?
The board and executive leadership are responsible for recruitment. Depending on the size of the organisation, the board chair may lead this.
- Smaller organisations: Recruitment is often led by the CEO or may be a collaborative process between the CEO and board chair.
- Larger organisations: Recruitment may be led by a dedicated selection committee with involvement from the CEO and board.
Steps to board recruitment
Step 1. Identify the skills and experience you need
Define the necessary and ideal skills, expertise, lived experience or perspectives your board needs.
To make sure a candidate is right for your organisation, you might also consider:
- their experience within the specific community
- their knowledge of specific art forms
- if they align with your organisation’s core mission.
You can do this by creating a ‘skills and diversity matrix’ that aligns with your organisation’s strategic goals. This helps identify any skills, expertise or perspective gaps within the current board. That way, you know who or what is needed.
How to use a skills and diversity matrix
Learn how to use a boards and skills diversity matrix.
Step 2. Develop a recruitment strategy
It's important to have a recruitment strategy so you recruit beyond existing board members' networks.
While these networks are valuable and beneficial, relying on this approach means you may recruit members with similar backgrounds or experience. This limits access to a more diverse pool of candidates.
What this involves
- Where you’ll find candidates: This includes personal, professional and community networks. You should also consider broader advertising or promotional opportunities to create new avenues of recruitment.
- Ways to reach candidates: This could include targeted communications and networking opportunities. You could also invite candidates to a board meeting to learn more about the organisation and the board’s role.
Step 3. Follow selection and screening processes
Thorough selection and screening processes are important. They ensure the board members you recruit are the right fit for your organisation.
What this involves
- Check your organisation’s constitution: Check for rules on how board members can be appointed.
- Identify how candidate information will be gathered: Decide if you’ll gather information about candidates’ qualifications and interests via an expression of interest (EOI) process, a formal application, a phone call or a checklist.
- Decide who will consider or review candidates: If you’re an established organisation, you may hold formal interviews and assess candidates against defined selection criteria. If you’re a smaller organisation, this process may be less formal where the candidate meets with the chair or CEO.
- Conduct due-diligence checks: This may include reference checks and background screenings to ensure the suitability and integrity of potential board members. As a larger organisation, you may have established nomination and selection committees to help with a thorough evaluation. The due-diligence checks should include a search of relevant registers to confirm an individual has not been disqualified from being a ‘Responsible Person’ (a board or committee member or trustee).
- Document the selection process: If you haven’t already, document the selection and screening process. This supports sound decision-making.
Step 4. Notify relevant bodies
Your organisation should also notify relevant bodies or regulators about the appointment of a new board member. This is a requirement for all charities registered with the Australian Charities and Not-for-profits Commission (ACNC).
Step 5. Document your board recruitment policy
Whether you’re a big or small organisation, it’s best practice to document the above processes. This forms part of your board recruitment policy. Having processes clearly documented helps with future recruitment efforts.
Not sure how to document your policy? Try using the board member recruitment policy template by the Institute of Community Directors Australia (ICDA).
How to induct board members
Learn how to effectively onboard and induct new board members.
