Each organization will have its own mandate and culture which will influence the way directors are recruited. Here is some universal advice I can offer:
- Describe the duties of directors in your organization. Is it strictly a policy board or are directors volunteers for the organization that also take part in the day to day work? Once a director’s “job description” is formulated it will be helpful in describing the job to prospects.
- Are there any gaps on your current board? You may have had a director with certain skills retire. In that case, those skills will be easier to identify for the purposes of replacement. Alternatively, the activities of the organization may have changed such that you require certain experience to round out the knowledge on your board. Those gaps should be first identified then described in your recruiting material.
- Understand why someone might want to serve on your board. Some boards are prestigious, while others are a stepping-stone to other work or provide a way for members to participate and “give back” because of commitment to the organization’s cause. It will help in your recruitment to know which of these motivators are significant reasons for serving as a director.
- Be truthful about the amount of work involved and the expectations of a director. When you go to all the effort to recruit a good director you want to ensure that they likely will stay on for awhile. Surprising them with what may be more work than appears in the job description is a sure way to discourage a prospect.
There are many ways to tailor the recruitment of directors to your organization. It is important not to leave this important job to chance or word of mouth. The result of doing this task well will be more effective governance and more engaged directors.