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When a board recruits an individual member the process is usually a formal interview. Candidates for board positions must be prepared to respond to questions that range from what skills, attributes and experience will benefit the organization, to the reasons that it is important for them to be part of the Board. They should also know how they will be able to dedicate to the job.
Boards typically look for strategic thinking, not executive thinking, according to Garland McLellan, founder of Board Ready, a board consulting firm. That means that the interviewer is looking for a candidate who can have a high-level discussion asking good questions and challenge the company’s thought processes.
A successful board member will be able to share their own views on the business challenges and strategies of potential employer, but they should also be willing to listen to the perspectives of other interviewers. They should be able to give an objective and balanced review even if the company’s performance was not up to par.
The interviewer may be able to ask candidates to judge the collegiality and culture of the boardroom. This is particularly important in a public company, where the board’s relationships with shareholders may be at risk. The board can also request candidates to reveal any conflicts of interests they may have which could impact their ability to add value. A conflict of interest that is exposed could harm the board’s strategy and could have serious legal implications in the worst-case scenario. If the candidate is asked to consider this question they should be prepared to divulge any relevant relationships or affiliations.
