An official interview is usually carried out when a board hires new members. Candidates for the board should be prepared to answer questions ranging from how their skills and https://boardthrough.com/30-free-and-affordable-software-options-for-nonprofits/ qualities will benefit the organization and the reasons why they would like to join the board. They should also have a clear sense of how much time they can devote to the job.
Garland McLellan is the founder of Board Ready. A board consulting firm. Boards are looking for strategic insights rather than executive thinking. The interviewer will be looking for someone who can engage in a high-level discussion, ask intelligent questions, and challenge the company’s thinking processes.
A good board candidate will offer their own perspective on the business problems and strategies of a potential employer, but also be open to hearing the perspectives of other interviewers. They should be able to give fair feedback, even if a company’s performance wasn’t up to par.
The interviewer could also ask candidates to examine the co-legiality and culture of the boardroom. This is particularly important in a public company, where the board’s relationship with shareholders could be at stake. A board could also ask candidates to disclose any conflicts of interest they may have that could affect their ability to add the value. Undiscovered conflicts of interest could undermine a board’s plan and could have significant legal implications in the worst-case scenario. If the candidate’s answer is to be evaluated to be considered, they must be prepared to declare all relevant affiliations and relationships.