Following Up: Board Building 101

Recruitment is a Cycle: This cycle ensures that board recruitment, especially diverse board recruitment, starts with getting the right people who feel engaged and valued from the early phases.

• Identify: Ask yourself and your team “what do we need to accomplish”
• Cultivate: Build relationships with potential board members
• Recruit: Officially invite them to join the board
• Engage: Orient, involve, and educate new members
• Revitalize: Evaluate their contributions, rotate roles if necessary, and celebrate their achievements

Orientation Matters:

• Preboarding: Once a new member is accepted, send a comprehensive board packet including budget, bios, pictures, and audited financials. Arrange a pre-board meeting for a personal touch. You want a new member to feel like they can contribute something from the very first meeting.
• Onboarding: Implement a mentorship program to guide new members. Discuss how they prefer to be recognized for their contributions.
• Cultivation: Align the new member’s skills with the appropriate tasks to ensure they are both challenged and engaged.

Inclusive Recruitment:

Seek out candidates from diverse backgrounds by tapping into professional networks, affinity groups, and corporate ERGs. Ensure your job postings signal a culture of inclusion and clearly state the skills needed over degrees or agentic language.

Structured Interviews:

Prepare candidates with questions in advance and involve the Executive Director and committee members in the process. Look beyond charisma to find candidates with the necessary skills.

Bias-Free Selection:

Use a rated evaluation system during interviews to minimize unconscious bias. The selection process should involve a committee, with the Executive Director having veto power.