A year-round recruitment strategy will ensure that skilled directors committed to the organization represent the board of directors.
Investing both the time and the resources needed to recruit skilled and knowledgeable members to a board of directors will have a great return. If the board and the organization share a similar goal of having skilled individuals serve as directors, the recruiting process can be an effective year-round element of valuable board building.
The Nominating Committee
Appointed by the board of directors, the nominating committee takes the lead with the ongoing recruitment strategy. The committee is familiar with the board’s recruitment policies as outlined in the bylaws and policy manuals, and applies this knowledge to fill current positions and prepare for future vacancies on the board.
Board Vacancies
When board member appointments are staggered, the arising vacancies will also be spread out over time. Having experienced board members in place while recruiting and appointing new directors allows for some continuity to exist from term to term. By monitoring the end dates of the members’ terms, the board can be prepared for the next steps in the recruitment process.
Board Composition
The nominating committee assesses the current board’s qualities and skills set. The committee also reviews the organization’s short- and long-term strategies and measures these against the analysis of the current board’s composition. This will identify areas that are to be replaced or acknowledged, and the recruitment selection criteria are drafted.
The ongoing evaluation process of the board and its processes, as well as the members’ self-assessments may also influence the selection criteria. The evaluation process not only acknowledges the board’s successes, it highlights areas that need to be strengthened. The recruitment cycle is useful in addressing the issues arising from the assessment process.
Prospective Candidates
Just as it is important for a company to have in place a succession plan for its executive team, the board uses the ongoing recruitment process as succession planning for its directors. The nominating committee, the board, and the organization’s personnel brainstorm on a continuous basis for potential members who suit the selection criteria. The candidates are researched and the board position and the organization are discussed with them by the nominating committee.
New Board Members
Depending on the board’s bylaws, the candidates are either appointed to the board or run in an election. Once the candidates have been chosen, the board chair will welcome the new members to the board and ensure that the directors receive proper orientation to their roles.
The appointment of new directors does not end the recruitment cycle. The board must be aware of the next cycle of board vacancies and be prepared to enlist and help transition new and skilled members into their roles.
