How the Nuffield Trust Went Looking for Two Trustees – And Finished With Four

When the Nuffield Trust required two Trustees for their organisation, they turned to Green Park. A long-standing partner of the organisation, the Nuffield Trust asked us to conduct a national search that sought out diverse candidates from across the UK. The results? A shortlist so strong, the client recruited not two Trustees, but four.

• Green Park was the client’s first choice to find two Trustees
• A rigorous national search was launched and mapping of candidate landscape
• Eight names went through to interview
• The shortlist included diverse, non-London based candidates
• Client recruited two Trustees – and two more candidates on top

The Challenge

The Nuffield Trust is an independent think tank whose mission is to improve healthcare in the UK through evidence-based research and policy and analysis. Thanks to Green Park’s strong relationship with this respected organisation, our consultants were commissioned to find two new Trustees.

The brief was challenging. Candidates needed an established track record of achievement in their field, experience of working at board level, an understanding of the principles of governance and a keen interest in, and ability to connect strongly with, the Nuffield Trust’s vision and values. And that wasn’t all. The Trust was also keen to look at candidates across the country, rather than a small, London-centric pool. Finally, there was the task of increasing the diversity of background, experience and thinking on the Board. The Trust wanted to ensure their work continued to be relevant to all those who deliver and use health and care services across the UK.

The Project

After conducting research with the client to establish every aspect of the brief, it was time to launch a search. Green Park set about mapping the market on a national scale, keeping the client informed every step of the way. This relationship proved important, with the client agreeing to adjust the selection process. To find the best candidates, Green Park suggested introducing a five-question format. Candidates answered questions about values, opportunities and challenges; each one painting a clear picture of their philosophy. This values-based perspective proved extremely helpful in the selection process when combined with other data.

Meanwhile, our search had found good potential candidates who had never been through board-level recruitment before. Our consultants therefore stewarded these candidates through the process, creating a level playing field for all involved.

The Results

Our Green Park consultants used their expertise to add value wherever possible: persuading the client to adjust the selection process and consider candidates who were at the beginning of their executive journey. This meant every candidate had an equal opportunity to shine.

The result, after an extensive, national, cross-sector search, was eight candidates who went through to interview, of which 75% were female, 25% were people of colour and 12.5% declared a disability. The list also included non-London based candidates as requested.

Due to the strength of the field, the Trust appointed not two, but four new trustees. The appointed candidates were 50% female and 25% people of colour.

The search also resulted in several candidates opening conversations about engaging with the Trust in a non-trustee capacity. All in all, it was a hugely positive result for the Trust that bodes well for the organisation’s future. 

Martin Marshall, Chair of the Nuffield Trust, provided the following feedback: “Green Park ran an excellent recruitment exercise which resulted in an exceptionally strong field, indeed so impressive that we appointed four new trustees, as opposed to the two we originally sought.”