Getting People to Join: Where Do I Find Them?

Every thriving organisation, whether a start-up, non-profit, or community board relies on the right people. Yet one of the most common challenges leaders face is simple but critical: where do I find them?

Recruiting new board members, volunteers, or advisors requires more than filling a vacancy. It’s about finding people who align with your mission, bring fresh skills and contribute meaningfully to your goals.

The following post explores where to find quality people, how to approach them, and what makes them want to join, drawing on proven strategies used by high-performing boards and organisations across Australia.

1. Define What (and Who) You Really Need

Before you start searching, clarity is your strongest recruitment tool. Too many organisations struggle to attract the right people because they don’t define what success looks like in a new appointment.

Start with a Capability Map

Identify:

• The skills missing from your current board or team (finance, digital, fundraising, marketing, governance).

• The diversity gaps — gender, age, cultural background, lived experience, or geography.

• The commitment level — are you seeking strategic guidance, hands-on help, or formal fiduciary oversight?

This becomes your recruitment compass. Candidates are more likely to say yes when the purpose and expectations are clear.

Craft a Compelling Invitation

The best candidates aren’t necessarily looking, they’re invited. Write a concise, professional invitation that outlines:

• The organisation’s mission and vision.

• Why their expertise matters now.

• The impact they’ll have.

Avoid generic ads. Instead, make the opportunity sound purposeful, not administrative.

2. Where to Find Quality People

Finding great candidates means knowing where they already spend time, online and in person.

Tap Into Professional Networks

Start with your existing connections:

• LinkedIn: Post structured role descriptions with keywords like “board opportunity,” “non-executive director,” or “advisory role.”

• Industry associations: Many (such as the Advisory Board Centre, AICD or Governance Institute of Australia) have board-ready directories.

• Alumni groups: University and corporate alumni often seek governance experience.

Encourage your current board and executives to share the listing, referrals from respected peers often yield the highest-quality candidates.

Use Specialist Platforms

For structured board recruitment, explore:

• Women on Boards Australia — a premier database for diverse, board-ready talent.

• Institute of Community Directors Australia — community and NFP-specific listings.

• ICDA’s Board Positions page — for public vacancies.

• LinkedIn Board Roles — for professional audience reach.

Each platform attracts a unique pool of candidates — from executives seeking their first board role to experienced directors looking for purpose-led projects.

Leverage Advisory Board Pathways

If you’re a growth-stage business, consider recruiting through advisory board networks.
Organisations like the Advisory Board Centre and Advisory Board Chair connect founders with qualified advisors who bring commercial experience without governance liability.

(Learn more about When to Have an Advisory Board vs a Governance Board).

3. Attracting the Right People — and Keeping Them Interested

Lead With Purpose, Not Process

People join causes, not committees. Emphasise the impact and transformation they’ll contribute to, not just the number of meetings they’ll attend. Your messaging should answer: “Why does this matter?” and “What will I learn or achieve by joining?”

Show Professionalism and Momentum

Top candidates want to know your organisation is structured and active. Demonstrate:

• Transparent governance practices.

• A clear strategic plan.

• Evidence of momentum — recent wins, partnerships, or measurable impact.

If your board looks stagnant, your recruitment appeal will too.

Highlight Personal and Professional Value

Directors and volunteers increasingly seek roles that offer learning, purpose, and networking. Emphasise benefits such as:

• Exposure to new sectors or leadership experiences.

• Skill development in governance, risk, or ESG.

• Contribution to social or economic change.

The more you communicate mutual value, the easier it becomes to attract exceptional people.

4. Recruitment Timing and Rhythm

Recruitment isn’t a one-off exercise, it’s a rhythm. Plan succession proactively instead of reactively.

Best Practices:

• Conduct annual board evaluations to identify future gaps early.

• Set up an ongoing “talent pipeline” keep a list of potential candidates for future openings.

• Engage in community events, professional panels, and conferences where potential members gather.

Boards that recruit consistently build stronger, more diverse teams over time.

Conclusion: Great People Don’t Just Appear — They’re Engaged

The best way to find the right people isn’t by waiting — it’s by building a network, articulating purpose, and communicating opportunity clearly.

Start by defining your needs, use both professional and community channels, and approach recruitment as an ongoing process of connection, not obligation.

With structure, clarity, and genuine purpose, you’ll not only find the right people — you’ll inspire them to join and stay.

Next Step: Build a Recruitment Strategy That Works

If your board or organisation is ready to strengthen its recruitment strategy, contact us for a consultation.
We’ll help you design a structured, purpose-led approach to finding and engaging the right members — creating a board or advisory team that drives results.