A formal interview is usually held when a board is recruiting new members. Candidates for board positions should be prepared to answer questions ranging from how their talents, attributes and experience will help the company to why it is important to them to be part of the Board. They must also have a clear idea of the amount of time they can commit to the job.

Garland McLellan is the founder of Board Ready. A board consulting firm. Boards are looking for strategic thinking, not executive thinking. The interviewer will be looking for someone who is able to engage in high-level discussions, ask thoughtful questions and challenge the company’s thought processes.

A good board member will offer their own perspective on the business problems and strategies of a prospective employer, but should also be open to hearing the opinions of interviewers. They must be able provide an honest and balanced opinion, even if the company’s performance isn’t satisfactory.

The interviewer might also ask candidates to evaluate the collegiality and culture of the boardroom. This is especially important when a company is publicly traded, where the board’s relationship with shareholders may be at stake. A board could also ask candidates to declare any conflicts of interest they may have that could affect their ability to add value. A conflict of interest that is exposed could be detrimental to the board’s strategy and could have serious legal implications in the event of a worst-case scenario. If the answer of a candidate is to be evaluated to be considered, they must be prepared to disclose any relevant relationships and affiliations.

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