When a board recruits an individual member the process typically involves an interview. Candidates for board positions must be prepared to answer questions ranging from how their skills and talents will benefit the organization to why they want to be part of the board. They should also have a solid sense of how much time they are willing to dedicate to the position.
Boards usually seek strategic insights, 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 that can have a high-level discussion with good questions and challenge the thinking process of the company.
A good board member will be willing to share their opinion on the challenges and strategies of the prospective employer but will also be open to the opinions of the other interviewers. They should be able give balanced feedback, even if the company’s performance is not satisfactory.
The interviewer could also ask candidates to evaluate the culture and collegiality of the boardroom. This is particularly relevant in a public company, where the board’s relationship with shareholders may be at risk. Additionally, a board might request that candidates think about whether they have conflicts of interest that could hinder their ability to contribute value. An unearthed conflict of interest could undermine a board’s plan and can have serious legal consequences in the worst-case scenario. If candidates are asked to consider this question they should be prepared to provide any relevant relationships and affiliations.
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