An official interview is usually carried out when a board hires new members. Candidates for the board should be prepared to answer questions that range from what their talents and talents will benefit the organization, to the reasons why they would like to be part of the board. They should also know how they will be able to dedicate to the job.
Boards typically seek strategic insight, rather than executive thinking, says Garland McLellan, founder of Board Ready, a board consulting firm. The interviewer will be looking for someone who is able to engage in high-level discussions, ask thoughtful questions, and challenge the company’s thinking processes.
A good board member will offer their own perspective on the business problems and strategies of potential employer, but they should also be open to hear the perspectives of other interviewers. They must be able to provide an honest and balanced opinion, even if the company’s performance isn’t up to par.
The interviewer could also ask candidates to evaluate the atmosphere and collegiality of the boardroom. This is particularly important in a publicly traded company where the board’s relationship to shareholders could be at stake. A board might also require candidates to declare any conflicts of interest they may have that could affect their ability to add value. A conflict of interest that is disclosed could have a negative impact on a board strategy and have serious legal implications in the worst case. If an applicant is asked to consider this question they should be prepared to reveal any relevant relationships and affiliations.