Tips for Filling Open Nonprofit Board Positions

Joining the board of a nonprofit organization can be a deeply fulfilling experience. It is a chance to contribute to your community and support a cause you care about. Whether it is for a PTO, Booster Club, Charity, Art Group or Service Club, these positions help make a tangible difference in the world.

However, filling open board positions can sometimes be a challenge for nonprofit groups. Whether it is due to lack of awareness, time constraints or uncertainty about what responsibilities are involved, joining a board can be daunting for potential candidates.

All too often, former board members stay in their positions because nobody else steps up to the plate. But in some cases, the bylaws might prevent another term, so the open position must be filled. Let’s explore some tips on filling those positions, and what to do if nobody raises their hand.

Clearly Define Expectations

Chances are, you’ve been in your group for some time now. It might seem obvious to you what the role entails. But communication is key to a prospective candidate understanding what they’re signing up for. A clear view of the commitment, responsibilities, decision-making authority and any specific skills or expertise required is a must. Be transparent about the challenges and rewards so that candidates are well-informed before they commit.

Tap Into Your Networks

Reach out to your network of supporters. Those who come to the meetings, volunteers, donors, family, friends and community members to spread the word about the open board positions. Personal recommendations and referrals are powerful tools for recruiting new board members. Even if it isn’t in the cards for the person you reach out to, that personalized ask might just make them pass it along to the right person.

Maximize Your Reach

If your group has an upcoming event—a community gathering, networking function, volunteer fair, fundraiser or meeting—have some collateral or make an announcement to a greater audience. You could also consider attending gatherings outside of your immediate group to promote the positions.

Diversify Your Recruitment Efforts

Diversity in nonprofit boards is essential to bringing different perspectives, experiences and skillsets to the table. Make a pointed effort to recruit board members from diverse backgrounds, age groups, ethnicities, professions and areas of expertise.

Offer Training

Many potential candidates for your nonprofit board might be hesitant to raise their hands because they feel unprepared or unsure of their abilities (imposter syndrome, anyone?). The outgoing board member or other members could offer up support and training as the new person transitions into their role. Assure them you will help them understand their responsibilities, learn about the organization and role, and develop any skills needed to fulfill the role effectively.

Show Appreciation for Current Board Members

Nonprofit board service is a commitment that can sometimes lead to board burnout. It is essential to show gratitude and recognition for the contributions of those giving up their valuable time. Anytime is great, but National Volunteer Week in April is an opportune time to express your thanks and celebrate their achievements publicly to reinforce their sense of purpose and belonging. Others will see these actions and it may be the nod of encouragement they need to lend their own contributions.

What if Nobody Steps Up?

Despite your best efforts, there may be occasions when you struggle to fill open board positions. If nobody steps up to fill a vacancy, consider the following.

• Evaluate your recruitment strategy. Look at the above and think about how you have positioned the opening thus far. Are you being clear about the need? Is there more you can do?
• Engage existing board members for help. Ask for assistance in finding potential candidates, as they may have connections that could lead to a solution.
• Consider alternative structures. If you still can’t fill the position(s), think about a different structure for the opening. Could the role be filled by an advisory committee? Could another role take on two responsibilities?
• Focus on retention of existing members. While recruitment of new members is essential, create an inclusive board culture that makes people want to stay.
• Update your bylaws. Are your bylaws starting to feel outdated? Is it possible that you could get by without filling an open position? You might want to consider updating your bylaws if no other viable solution presents itself.