Turnover is a normal part of running an advisory board. There will be times when a YAB member will step down or spots will become available for new members to join. When recruiting new members:

• Be transparent if a member is stepping down from the board and that there is an opening for a potential new member
• Allow time to discuss this with members, acknowledge their contributions, say goodbye, etc.
• Do the first round of interviewing as facilitators
• You may decide to do a second round of interviews with the current YAB members
  • Bring potential members in for a second group interview with board members (make sure interviewees are aware beforehand that this does not guarantee them a spot in the board)
  • Make sure current members know that they're allowed to say no to anyone/feel comfortable enough to do so 

It is impossible to determine the dynamic of your YAB during initial recruitment. Once the board is more established and members have a sense of community, this will become clearer. It is important to keep these things in mind during recruitment of new members to an established board as well:

• Will they be a good fit within the current culture of the YAB?
• Will they bring something new to the table?
• Are you aiming for representation of a certain type of identity or experience (e.g., race, ethnicity, gender identity, sexual orientation, education level, socioeconomic status)?