How to find candidates for elected offices

To find people to run for elected office, it’s good to develop a structured and year-round recruitment process. This includes assessing the skills you need, looking at internal and external sources, and creating a formal vetting and election process.

Before you start recruiting, assess your organization's current board composition to identify any gaps in skills and experience. 

• Review your resources: Check your bylaws, policies and procedures manual, and leadership roster, and make a list of the positions that need to be filled. Check with your division engagement liaison as needed to see what leaders they have recorded.
• Create a board skills matrix: This tool helps you visualize the skills and experience you already have on your board versus what you need. Consider areas like finance, fundraising, law, technology, and policy advocacy.
• Define clear roles and responsibilities: Create a compelling job description for board members that clearly outlines the time commitment, financial expectations (e.g., donations or fundraising participation), and governance duties.

Your most passionate and knowledgeable candidates are often already connected to your organization.

• Engage current stakeholders: Ask your current board members, staff, volunteers, and donors for nominations. People who have already demonstrated commitment to your mission are excellent prospects.
• Cultivate volunteers: Invite active volunteers or committee members to serve on task forces. This allows both parties to evaluate the fit before making a full commitment to a board position.
• Reach out to past leaders: Former board members can be great sources for both nominations and potential candidates.

Cast a wider, intentional net to bring in fresh perspectives and skills.

• Engage with professional networks: Partner with affinity networks, young professionals' groups, and other professional associations relevant to your mission.
• Attend community events: Go to networking events, conferences, and community gatherings to meet potential candidates in person.
• Post online: Publish your board member openings on your website, listserv, community group, emails, and in your newsletters.

To ensure a fair and effective election, establish a formal, transparent process.

• Use a nominating/governance committee: This committee is responsible for identifying, vetting, and recommending candidates to the full board. Check your bylaws and other division resources.
• Create an application process: Have candidates complete an application and a conflict-of-interest statement. Conduct interviews with all viable candidates and check their references.
• Introduce candidates to the board: Invite candidates to attend a non-voting board meeting or event so they can observe the board's dynamic and have a chance to connect with current members.
• Conduct the election: After vetting and internal review, hold the formal election according to your organization's bylaws. See Division Elections Conducted by APA and the Apportionment Ballot.

Once a candidate is elected, an impressive onboarding program can turn their enthusiasm into long-term effectiveness. 

• Provide a board manual: Supply a comprehensive orientation packet that includes the mission, strategic plan, financials, bylaws, and board calendar.
• Assign a mentor: Pair new board members with experienced ones to help them acclimate quickly and understand board culture.
• Offer continuous education: Provide ongoing training on governance, finance, and other relevant topics to keep your board engaged and up-to-date.

Review our article How do you keep volunteers motivated? for more tips.