Finding and recruiting trustees with the right skills remains a challenge for many UK charities. According to a recent report 68% of charities cite specialist skills gaps in trustee boards (Getting on Board, 2024)

With increasing demand on governance, strategy and oversight, trustees play a more vital role than ever. That’s why your trustee recruitment process, just like for any senior role, needs to be clear, inclusive and purposeful.

This guide shares 9 practical ways to help you improve trustee recruitment in your organisation, whether you’re working on a single appointment or strengthening your entire board over time.

 

1. Treat trustee roles like strategic appointments

It’s easy for trustee recruitment to become ad hoc or last-minute – especially when time is short, and responsibilities are shared across teams. But a clear, structured approach makes a real difference.

Start with a strong brief:

• What’s the time commitment?
• What are the board’s current priorities?
• Are you looking for any specific skills, perspectives or committee leads?

A concise, well-framed role outline helps candidates quickly understand the opportunity and assess whether it’s right for them.

If you treat it like a proper campaign, with timelines, messaging, and touchpoints, you’ll give prospective trustees the clarity they need to engage seriously.

 

2. Extend your reach to new audiences

Many charities still begin by asking existing trustees or staff, ‘Do you know anyone?’

While personal referrals can work, they also tend to reflect existing networks and perspectives.

Widening your reach helps build a more diverse and skilled board. Consider the following:

• Advertise roles through different platforms than your usual suite.
• Share opportunities on LinkedIn and your own social channels.
• Connect with community networks and professional groups aligned to your cause.

Staff and volunteers can also be excellent advocates, encouraging people they know, or even stepping into board roles themselves where appropriate.

This doesn’t need to add complexity,  just a little planning and a few extra channels can help you engage candidates who might not otherwise see the role.

 

3. Lead with the role, but don’t forget the purpose

Most people aren’t just looking to join a board, they’re looking to contribute to something meaningful. That’s why it’s important to put your charity’s mission at the heart of the message.

Yes include responsibilities, time commitments and expenses covered, but also clearly explain:

• What your organisation does
• Who you support
• What change you’re working toward
• Then explain how the trustee role will help make that happen.

Example:

‘We’re a youth homelessness charity in North Wales. Our trustees help shape our strategy, guide our growth and ensure young people’s voices stay at the heart of what we do.’

This simple statement helps people connect to the role on a values level whilst also getting into the technical detail.

 

4. Be clear about what you’re looking for

When time is short, it’s tempting to list broad needs like finance, governance or HR experience. But candidates respond better to specifics, and clarity increases confidence.

You might ask:

• Are there skill gaps on the current board (e.g. digital, safeguarding, fundraising)?
• Do we need sector knowledge, community insight or lived experience?
• Will this person be expected to take on a leadership role or join a sub-committee?

Being clear helps people self-assess and reduces fall outs later in the process. If you’re unsure, consider using a simple board skills matrix to map what you already have and identify what’s missing. This can also help reassure new candidates that they’re not expected to know everything; just bring their own expertise to complement others.

 

5. Simplify the application processMany strong trustee candidates, especially those new to governance, can be put off by overly formal or time-consuming application steps. Simplifying the process can make a big difference to both reach and quality.

Here are some practical ways to keep it accessible:

• Offer an informal conversation before applying
• Keep forms short and straightforward (2–3 questions max)
• Accept CVs or LinkedIn profiles in place of application forms
• Provide clear contact details for questions

If you’re recruiting multiple trustees, you can even group interviews or host a short open evening. This gives potential applicants a chance to learn more and meet current board members before applying – building trust and transparency.

 

6. Prioritise inclusion at every stage
   
   Many charities want to attract trustees from a broader range of backgrounds, but unintentionally limit inclusion through their language, processes or board culture.

To improve inclusion throughout your recruitment process:

• Use inclusive, jargon-free language in job ads
• Be clear that prior board experience isn’t essential
• State up front how meetings are held (e.g. hybrid, flexible timings and forms)
• Offer mentoring or onboarding support for new trustees

Also consider how decisions are made. If your board tends to favour ‘safe’ or familiar candidates, challenge this.

 

7. Promote what trustees get out of the role
   
   Trustee recruitment focuses on what the charity needs – time, skills, networks but it’s equally important to explain the personal and professional value of being a trustee.

Trusteeship offers:

• Leadership and board-level experience
• Insight into the charity sector and social issues
• A chance to influence meaningful change
• Personal development and new networks

For professionals early in their careers or looking to give back, it’s a valuable development step. For retired professionals, it’s a way to stay engaged and make an impact. Your messaging should reflect this range of motivations and show that the opportunity is mutual, not one-sided.

 

8. Make it easy to say yesYour goal is to make it as easy as possible for the right people to say “yes”. That means removing friction, and helping candidates picture themselves on your board.

Here’s how:

• Set out key information upfront, such as role summary, meeting frequency, term length, any expenses covered.
• Share real stories or quotes from current trustees.
• Offer a named contact for informal chats.
• Respond quickly and personally to expressions of interest.

Remember, it’s as much about relationship-building as recruitment. Treat trustee candidates with the same care, attention and communication you would give to a senior staff hire.

 

Keep the momentum going after appointment

Appointing a trustee is only the beginning. To ensure long-term contribution and satisfaction, onboarding and engagement matter just as much as recruitment. A good induction gives new trustees the context, clarity and confidence to participate fully from the outset.

Consider creating a simple welcome pack covering:

• Your charity’s mission, values, and current strategy
• Recent board minutes and key decisions
• An outline of board member responsibilities and expectations
• Contact details and bios for staff and fellow trustees

It’s also worth assigning a trustee buddy or arranging introductory chats with the Chair and CEO. For trustees new to governance, this helps demystify the role and fast-tracks their confidence.

Regular check-ins in the first six months can flag any concerns early and help you spot opportunities to keep them engaged – whether through sub-committees, events or specific projects. Trustees who feel connected and supported are more likely to stay, contribute meaningfully, and advocate for your charity in wider networks.

Takeaway: Thoughtful trustee recruitment strengthens your board – and your whole organisation

Done well, trustee recruitment isn’t just a governance exercise. It’s a chance to renew, diversify and strengthen your organisation at the highest level. With clear messaging, purposeful outreach and inclusive practices, you can attract trustees who bring both the skills and the heart your charity needs.

You don’t need a big budget or complex systems to do it, just intention, planning and the right message.

Let’s talk – whether you’re hiring 2 people or 200.

Call the Webrecruit Charity Team today on 01392 823131 or email the team here

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