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A board of directors is a critical component of nonprofit sustainability. High performing boards have a number of characteristics, but they start with recruiting a constellation of board members who can move the mission forward.

Strategic recruitment is a thoughtful process that is more than identifying a person overnight to fill a seat. This can be a time to infuse your board with fresh perspectives, new ideas, and the gift of diversity that exists within the communities you serve.

Alaska Board Match provides you with a reliable resource for matching your board recruitment expectations with the right person at the right time. The site is not a cure-all, but it does break down barriers to access for those who have an interest in board service.

Before you seek out your next board member on this site, we encourage you to work with the board (and executive director) to ensure you have a clear plan for all three phases of board succession: strategic recruitment – thoughtful retention – graceful exit.  Foraker has many resources to help you clarify each of these phases to match your organizational values, culture, and goals. Ideally, you are here because the results of that succession plan have you ready for strategic recruitment. Great! Let’s get started.

How it Works

Step 1
Step 1

Create an account

Organizations create an account. Share more about your organization!
Step 2
Step 2

Post your board vacancy

Organizations must post a vacancy on this site before they can browse individuals.
Step 3
Step 3

Wait for vacancy approval

Once we have confirmed that you are a real organization, we will publish your vacancy.
Step 4
Step 4

Browse individuals

You’re in! Browse individuals based upon your needs and areas of interest.
Step 5
Step 5

Request contact

Did you find a potential match? Request contact with the individual.
Step 6
Step 6

Connect and match

Once you have your information, we encourage you to engage in a formal or informal interview to learn more about the individual.

Remember, you don’t have to keep going in the process if it doesn’t feel like the right step for you.

More questions? Check out our FAQs page.

Looking for additional information to strengthen your board? Click our Resources page.

Are you in need of board education or a private consultation? Contact Us.

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Recruitment Key Steps

Step 1
Step 1

State your recruitment goals

A great first step is to convene your board development/governance committee along with the executive director (if you have one) to state your recruitment goals for the next 3-5 years based on your strategic plan, core values, and other meaningful guideposts for your organization.

Be sure to also have a clear conversation about why new and different perspectives would add value to your team’s decision-making. Taking time to articulate your “why” behind any effort to expand the perspectives, experiences, and identities of the people in your boardroom is a key predictor of how successful you will be. Consider the impact of new voices, new ideas, and new perspectives on your mission. Try starting with these five questions regarding board diversity so that you are well-prepared to welcome new and more diverse board members into the work in a meaningful way that is mutually beneficial to the board, the individual board member, and to the mission.

Remember that there is no one-size-fits-all answer to these questions. The right answer is the answer the team determines is right for your mission in your community.

  1. What does it mean to be diverse?
  2. Why does having a diverse board increase mission effectiveness and impact?
  3. How do we reflect our commitments to others?
  4. Is our environment conducive to different experiences in the timing of our meetings, the ways we make decisions, the way we meet in person or online, etc.? What if anything might need to change to create a more welcoming environment for all board members?
  5. Are we ready with a solid orientation process to help all board members succeed in their roles?
Step 2
Step 2

Forecast specific characteristics of new board members

Once you have your answers written down as stated intentions, forecast the more specific characteristics, backgrounds, experiences, styles, identities, or other demographics of new board members needed over the next 3-5 years to meet your goals while creating a constellation of the full team (use your strategic plan, core values, diversity goals).

Align your answers into a Board Matrix. Remember that the board matrix is specific to each organization.
Step 3
Step 3

Refine your board job description

Next, refine your board job description to articulate expectations for current and future board members. You can find an example here but remember to customize it to fit your organization and include expectations of board members’ time and money.
Step 4
Step 4

Identify potential board members

Now you are ready to dive into this site and begin to identify potential board members for your mission. Don’t forget to use all these tools in your conversations to help establish clear expectations and create a great relationship from the beginning.

Want more information on Thoughtful Engagement or Graceful Exit or even more support on strategic recruitment, contact Foraker today.