When a board seeks to recruit an individual member the process typically involves a formal interview. Candidates for board positions should be prepared to respond to questions ranging from how their skills and experiences, as well as their attributes will benefit the organization, to the reasons that it is important for the candidate to be a part of the Board. They should also know how they will be able to dedicate to the job.

Boards typically seek strategic insight, not executive thinking, says Garland McLellan, founder of Board Ready, a board consulting firm. The interviewer will want someone who is able to engage in high-level discussion, ask intelligent questions and challenge the company’s https://boardthrough.com/five-steps-to-improve-board-performance/ thinking processes.

A successful board member is willing to share their opinion on the challenges and strategies of the potential employer but will also be willing to hear the viewpoints of interviewers. They should be able give an honest and balanced opinion, even if the company’s performance isn’t up to par.

The interviewer can be able to ask candidates to judge the co-legiality and culture of the boardroom. This is particularly relevant when a company is public, where the board’s relationships with shareholders could be at stake. A board could also ask candidates to reveal any conflicts of interests they may have that could hinder their ability to add the value. A conflict of interest that is exposed could be detrimental to the strategy of a board and can pose serious legal consequences in the worst case scenario. If the candidate’s answer is to be taken into consideration, they must be prepared to disclose all relevant affiliations and relationships.

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