How to Ace a Corporate Board Seat Interview

When a board is looking to recruit an individual member the process is usually an interview. Candidates for board positions should be prepared to respond to questions ranging from how their skills or attributes help the company to why it is essential for them to be part of the Board. They should also have a clear idea of the amount of time they will devote to the position.

Boards typically seek strategic insights, not executive thinking, according to Garland McLellan, founder of Board Ready, a board consulting firm. That means that the interviewer is seeking a candidate who can have a high-level discussion, ask good questions and challenge the company’s thinking.

A good board candidate can share their personal views regarding the business challenges and strategies of an potential employer, but also be open to hearing the perspectives of other interviewers. They should be able give an objective and balanced review corporate board seat interview even if the company’s performance was not to expectations.

Interviewers may ask candidates examine the atmosphere and collegiality within the boardroom. This is particularly relevant when a company is public, where the board’s relationships with shareholders could be at risk. The board can also request candidates to declare any conflicts of interest they may have which could hinder their ability to add value. A conflict of interest that is discovered could have a negative impact on the strategy of a board and can may have legal implications in the worst case scenario. If a candidate is asked to answer this question they should be prepared to provide any relevant relationships and affiliations.