How to Ace a Corporate Board Seat Interview

A formal interview is generally held when a board is recruiting new members. Candidates for board positions should be prepared to answer questions ranging from how their skills and attributes will contribute to the organization and the reasons they would like to be part of the board. They should also have a clear understanding of how much time they can commit to the role.

Boards typically seek strategic insight, not executive thinking, says Garland McLellan, founder of Board Ready, a board consulting firm. The interviewer will be looking for someone who can engage in high-level discussion, ask intelligent questions, and challenge the company’s thought processes.

A good board member will share their own perspectives on the business problems and strategies of potential employer, but affordable software options for nonprofits also be open to hearing the opinions of interviewers. They should be able to offer balanced feedback, even if the company’s performance isn’t satisfactory.

Interviewers may ask candidates assess the collegiality and culture within the boardroom. This is especially important in a publicly traded business where the board’s relationship with shareholders may be at stake. In addition the board might ask candidates to consider whether they have conflicts of interest that could impact their ability to contribute value. A conflict of interest that is discovered could be detrimental to the strategy of a board and can may have legal implications in the worst case. If the answer of a candidate is to be considered and subsequently voted on, they must be able to disclose any relevant relationships and affiliations.