Board Recruitment and Renewal

Like other sectors that rely on volunteer Board Members, not for profit housing associations face challenges in recruiting and retaining people with the skills and expertise necessary for a property functioning governing board. Members report difficulties in attracting younger Board members due to what they experience as a lack of people available to volunteer.

If members are currently having any difficulty in meeting the requirements or anticipate they may have issues in the future in relation to the number of Board members please contact the ICSH for further assistance.

With the provision in the Code whereby Board members will not serve more than two consecutive five year terms, there are a range of actions Boards can take in a number of areas. These include:

•  Planning for succession and developing a nomination / recruitment process
•  Finding good chairs and selecting, building, and developing leaders
•  Attracting and retaining qualified directors and board leaders who can fill the housing association’s needs and make the time commitment required
•  Achieving an appropriate balance of skills on the board

Effective Board members are central to the success of all AHB’s, and it is acknowledged that most Board members take an active role in the affairs and management of each Association.

However, despite this, there is a renewed need to consider adequate policies for succession planning to ensure the smooth operation and transition of Board functions into the future.

Overall, there are several benefits of Board Renewal and Recruitment. It

·         Engages and reassures Board members regarding continuity of organisation

·         Gives confidence to funders and other stakeholders

·         Provides for contingency planning in light of unexpected departure of Board members

·         Builds leadership and capacity

·         Aligns Board development with strategic vision

It is recognised that in many cases the vitality and level of activity in Boards may need to be renewed in light of recent developments in the sector, and this could be seen as an opportunity to evaluate the future direction of each AHB as a whole.

As the environment in which AHB’s operate in continues to change, many will seek to bring additional skills on to the Board in areas such as finance or governance, and the organisation as a whole can benefit from the periodic introduction of fresh ideas and skills. The ICSH recognises the valuable contribution that board members make to housing associations through its Board Member Award and Governing Board Award, which acknowledges the work of voluntary board members in the sector. 

However, one of the key challenges faced by many existing Board members will be finding adequate replacements. For Boards who are actively trying to recruit new Board members there are a number of steps which should be taken.

Step 1 - Skills assessment

Before beginning to recruit new Board members, it is important to assess the current Board members skills and talents to determine what is already in place. From this, the Board could identify areas where they feel certain skills are required, e.g. solicitor – legal background, accountant, financial skills etc…

Step 2 - Use of internal contacts

Existing connections of board members, volunteers, local companies, friends, young professionals through recommendations and word of mouth may be considered before a wider selection process is considered. Renewing boards in this manner has the benefit of saving time and cost, but it can limit the amount of additional expertise and viewpoints that are present on the board.

Step 3 - Use more formal recruitment measures

Use of local media advertisements such as newsletters, newspapers and online resources is an opportunity to promote awareness of the housing association and attract new board members. It is important to give an overview of the mission and purpose of the organisation as well as describing the level and type of commitment required and what new members will gain e.g. experience for their C.V., networking opportunities etc. A sample for a fictitious Association based in Co. Cork is outlined below.

Step 4 - Formalise the process

It is useful to set out an outline of what the housing association is looking for in a board member, the time commitment required and expectations. For prospective Board members, a board handbook would be a useful tool for both the recruitment and induction process. This would contain information on board policies such as the code of conduct, term limits, officer roles etc.

The Board should agree the process for Board recruitment which may be progressed by a smaller committee of Board members.

An application form for would assist the Board in reviewing the experience and background of applicants.

Prospective Board members should meet with the Chair and senior staff member(s) (if applicable) and should also be facilitated to speak with other Board members.

At this stage any potential conflicts of interest should also be identified and discussed.

Step 5 – Finalise recruitment

As part of the recruitment and orientation process, it is useful to invite the prospective Board member to attend a Board meeting. This allows them to meet the full Board, see how the business of the housing association is conducted and have any questions answered. Following this process, assuming there are no issues, the Board member can formally become a new member. The Companies Registration Office (CRO) and DECLG should also be informed of any changes to the Board composition.