When a board is looking to recruit a new member the process is usually a formal interview. Board candidates should be prepared to respond to questions that range from what their talents and talents will benefit the company to the reasons why see they wish to be part of the board. They should also know how they will be able to devote to the role.
Boards typically seek strategic insight, rather than executive thinking, according to Garland McLellan, founder of Board Ready, a board consulting firm. The interviewer will be looking for someone who can participate in high-level conversation, ask intelligent questions, and challenge the company’s thinking processes.
A good board candidate can share their personal views on the business challenges and strategies of an potential employer, but they should also be open to the opinions of interviewers. They must be able to provide an honest and balanced opinion, even if the company’s performance is not adequate.
The interviewer could be able to ask candidates to judge the collegiality and culture of the boardroom. This is particularly crucial in a public company where the board’s relationships with shareholders may be at stake. A board may also ask candidates to declare any conflicts of interest they may have that could hinder their ability to add value. An unearthed conflict of interest could undermine a board’s plan and could have serious legal implications in the worst case scenario. If candidates’ answer is to be considered to be considered, they must be prepared to declare all relevant relationships and affiliations.