Many sport organizations struggle with maintaining an active, engaged, and effective Board of Directors. Too often, when organizations recruit board members, they merely look for "warm bodies" to fill the vacancy. Sometimes this works out, but oftentimes it doesn't.

Board recruitment is similar to staff recruitment. Board members need to have the knowledge, connections, and willingness to address the issues you are facing as an organization. Start first by identifying the skills, knowledge, traits and experience that you need to address your Board's current and upcoming challenges. Write up a job description that describes the role you expect the new Board member to play. Be realistic about the time commitment.

Work with your existing Board and senior staff to brainstorm a list of people who meet your profile. Don't forget to consider diversity, regional representation and linguistic balance. Consider representatives from corporate Canada as well, especially if you have a policy Board. Don't rule out anyone because you think they might be too busy or uninterested, or don't know anything about your sport.

Even if someone is contacted who is unable to serve, he/she may know someone else who might consider the role. Networking can be used to recruit the best and the brightest. Use this list as your call list. The CEO or Nominating Committee chair should make the calls, to determine if someone is interested. Select more than one candidate so that you end up with a number to select from.

Once you have new Board member(s), don't forget to offer a comprehensive Board orientation, so that they know what is expected of them and know how their contribution will be assessed.

Judy Sutcliffe 
The Sutcliffe Group Incorporated

The best way to attract new volunteers is through your current volunteers. Provide volunteers the flexibility to involve colleagues and friends in their work. Individuals who they feel their volunteer contribution is valued and appreciated will frequently encourage others to become involved.

Many recently retired professionals are looking for ways to use their skills and unemployed individuals are looking for ways to enhance their skills and resumes. These individuals may be registered with volunteer bureaus that can be found in many communities.

Students provide another source of volunteers. Speak with high school teachers in schools where a minimum number of volunteer hours are required to complete course credits and college and university professors re potential tasks that might be assigned to students as projects or research.

Other non-traditional places to look for volunteers are in your sports fan base; and local corporations - it is often easier to contribute human resources than financial resources.

Joan Duncan
JDI Consulting

Board recruitment and succession planning is a critical component of all effective Boards. You want to make your Board and organisation an enticing option for new leaders to consider - this is reflected in professional Board operations such as:

• Clear Board job descriptions
• Clear guidelines (regulations) on Board responsibility and operation
• Maintenance of consistent and detailed Board minutes
• Promotion of a culture of collective professional development and empowerment.

To manage the process of attracting new leadership to your Board:

• Formalise a Board nominating committee - year round work to promote, recruit and screen potential candidates for Board posts
• Create a list of characteristics and skill sets that your organisation looks for in potential Board candidates
• Use contacts within and external to the organisation to help recruit quality candidates
• Use testimonials and references from past Board members where possible

Ian Moss
Canadian Olympic Committee