Resource Library
In Part 5 of CLCC’s Board Development Toolkit, we explore why effective recruitment matters. Finding and attracting the right board members is essential for a land trust’s success. Effective recruitment strategies ensure that boards are diverse, skilled, and equipped to meet organizational needs. By identifying gaps, articulating expectations, and casting a wide net, land trusts can avoid the common pitfall of relying solely on the networks of current board members. This also helps to address the “warm body” problem, where boards accept anyone willing to join due to desperation, often resulting in disengaged or mismatched members. Thoughtful recruitment also helps to vet candidates effectively, ensuring alignment with the organization’s mission and values.
Key Tools for Board Recruitment
Using a Board Matrix to Identify Gaps
A board matrix is an essential tool for identifying the skills, experiences, and perspectives currently represented on the board, as well as the gaps that need to be filled. This approach allows land trusts to target recruitment efforts to address specific needs, such as expertise in fundraising, legal matters, or community engagement. For example, a land trust may recognize through its matrix that it lacks representation from younger demographics or individuals with financial expertise, guiding recruitment efforts accordingly.
Examples & Resources:
- Board Matrix Sample – Courtesy Connie Manes, Manes Consulting
- Board Composition Grid Sample – Courtesy Land Trust Alliance Resource Center
- Board Profile Matrix Sample – Courtesy Judy Anderson, Community Consultants
Articulating Roles and Responsibilities
As discussed in Section 4 of the Board Development Toolkit, creating clear and compelling role descriptions for board and committee members are critical for attracting qualified candidates. These documents outline what it means to serve on the board, including time commitments, responsibilities, and the potential impact of their contributions. Prospective candidates are more likely to commit when they understand what is expected and how their skills will make a difference. While this transparency might discourage individuals unwilling to take on that level of responsibility, it ensures that only truly dedicated candidates move forward and fosters a culture of active contribution and morale-building among members.
Examples & Resources:
- All-Volunteer Board Commitment Letter using RASIC Language – Courtesy Megan Motil, Parallel Solutions
- Board of Directors Letter of Responsibility – Courtesy Wallowa Land Trust
- Board Obligations Policy – Courtesy Tinicum Conservancy
Casting a Wide Net
To find the best candidates, land trusts should find ways of getting outside of their existing networks to recruit board members from as large a pool as possible. This involves creating recruitment ads, posting opportunities on relevant platforms, and actively reaching out to potential candidates. Land trusts may also wish to consider a board selection process that mimics an executive search. This broader search can bring in fresh perspectives and untapped expertise.
Examples & Resources:
- Open Board Search Process – Courtesy Portero Group
- Sample Board Interest Form – Courtesy Preservation CT
Progression to Board Service
Engaging individuals in committees before inviting them to join the board is an excellent way to identify potential board members. Committee participation allows individuals to learn about the land trust’s work, demonstrate their commitment, and build relationships with current board members. This progression can ease the transition to full board service and ensure that new members are already familiar with the organization’s culture and operations.
Vetting Processes for Candidates
A structured recruitment, vetting, and nomination process helps ensure that candidates align with the board’s needs and the land trust’s mission. This may include having the full board generate and agree on a slate of recruits, asking candidates to submit an application, inviting candidates to participate in interviews with board leadership, inviting them to attend a board meeting or event, and having discussions about the candidate’s skills, interests, and availability. Vetting ensures that new members are both qualified and enthusiastic about contributing to the board’s success.
Examples & Resources:
- Board Description & Application – Courtesy Candlewood Valley Regional Land Trust
- Board Description & Application – Courtesy Greenbelt Land Trust
- Board Application – Courtesy Wallowa Land Trust
- Board Application – Courtesy of Potrero Group for NatureBridge
- 46 Board Member Interview Questions – Courtesy iBabs.com
We’re Here to Help!
The Connecticut Land Conservation Council is committed to supporting land trusts in all phases of board development, including board recruitment. Contact us to learn more about our programs and how we can assist your land trust in achieving its goals. Whether it’s a Boardroom Briefing or a tailored visioning session for your land trust, CLCC is here to help.