A key element for any nonprofit aiming to achieve its mission is assembling an effective board of directors. The board plays a key role in leading an organization into the future, ensuring it is doing good work in the community, and planning for your nonprofit’s sustainability including involvement in your nonprofit fundraising plan. However, many nonprofits struggle with board recruitment, and despite their best efforts, many fall short of recruiting the most ideal board members who are well-aligned with the organization and its goals. Understanding why your recruitment efforts are not working can help organizations refine their strategies and build a stronger, more engaged board.
If you’re unsure where your efforts may be falling short, here are five reasons why your board recruitment efforts are not working, and how to address them.
1. Unclear Expectations. One of the most common issues with board recruitment is a lack of clarity around the roles and responsibilities of board members. Many organizations find themselves in a situation where they are disappointed with the lack of engagement from board members. In addition, potential recruits might be hesitant to join if they’re unsure of what’s expected of them or what they will be contributing. Without a clear understanding of their duties, candidates may not see the value or impact of their involvement.
To combat this issue, organizations should take time to develop clear and comprehensive board job descriptions and orientation materials. Including key information about your organization’s initiatives such as your case for support, go a long way in supporting the work of new board members. Members who understand the time commitment, fundraising expectations, and expected committee assignments are much more likely to contribute to your nonprofit at a high level.
2. Inadequate Onboarding and Training. Bringing on new board members is just the beginning. Without proper onboarding and training, new recruits may feel unprepared or unsupported, which can lead to volunteers feeling a lack of engagement with your organization or cause them not to do their best work.
To improve this issue, organizations should consider implementing a thorough onboarding process that includes training on the organization’s mission, governance, and strategic goals. In addition, by creating a professional development budget, your organization can plan for and pursue training and development opportunities for board members throughout their term so they can continue to improve their skills. Even if your organization cannot afford to budget for paid training, seeking out free webinars and learning opportunities is still a great way to help board members improve their skills and stay relevant to the work your organization does.
3. Misalignment with Organizational Values. Potential board members might be interested but find that the organization’s values or mission do not align with their own. Misalignment can result in a lack of passion and commitment, which ultimately affects the board’s effectiveness.
To avoid this misalignment, clearly communicate your organization’s mission, values, and strategic goals in all recruitment materials and conversations. Ensuring that candidates are genuinely aligned with these elements before joining the board will significantly benefit your organization by helping you identify volunteers who truly care about your cause.
4. Perceived Lack of Impact. Demonstrating the impact of your organization’s work not only can help you reach potential donors and boost donor retention, but it can also help your organization find suitable volunteers. If potential board members perceive that their contributions won’t make a significant impact, they may be less likely to join. This perception can arise from unclear goals, ineffective communication of your work, or a lack of visible results.
To improve your ability to demonstrate impact, work towards creating regular updates for your supporters and sharing stories of success. This sharing of your impact can help potential board members understand how their involvement will make a difference.
5. Unrealistic Expectations. Let’s face it, sometimes, nonprofits set unrealistic expectations for their board members such as requiring extensive time commitments or specific professional qualifications. We must remember, board members are volunteers. Despite the passion and selflessness, they often display, they have other responsibilities like paid employment, and family obligations. So, nonprofits should consider these elements when determining what they truly need from potential board volunteers, or they can risk board members experiencing burnout, or simply lose interest in working with the nonprofit altogether.
Work to set realistic expectations for board member involvement and qualifications. Consider the diverse backgrounds and experiences that individuals bring to the table and be flexible in how roles and responsibilities are assigned.
Building a strong board requires thoughtful and strategic recruitment efforts. By addressing these common pitfalls, nonprofits can enhance their recruitment process and attract dedicated, skilled individuals. A well-recruited board is not only more effective but also more committed, helping your organization achieve its goals and best support the community you serve.
Roxanne Tackie is the co-founder of Story Point Consulting where she helps people working or volunteering at small nonprofits and charities find the right donors, effectively communicate with supporters, and strengthen relationships with them once they generously give their support. In her spare time, she enjoys spending time with her family and friends, baking, and teaching and studying the artform of tap dance.