Board interview basics.

AuthorSoder, Dee
PositionTHE BOARD INTERVIEW

WONDERING WHY Sam Or Susan got on the board and you didn't? The answer is often the interview. Candidates think they're prepared, when frequently that is not the case.

Board appointment and director selection have changed over the years. Where previously boards would tap people they knew or seek a candidate with one or two specific qualities, now boards will establish a more comprehensive matrix of the skills, demographics, diversity, experience, and personality type that they are seeking. A search firm leader recently advised us of an executive who met all requirements, but she "failed to mesh with one of several directors interviewing"--so, "no go." The executive was from the right size company and industry, a former CFO with regulatory knowledge and international experience, lived an hour from company HQ ... but she "missed" in the interview.

For decades my partners and I have helped CEOs and boards consider prospective directors. Working behind the scenes I've successfully helped dozens of executives become and remain directors. While executives are more knowledgeable about the substance of governance, their interviewing skills frequently lag. As one noted director confided, most people understand the process of governing, but "presentation is often problematic" and "objective feedback is minimal or less."

To verify the importance of presentation in a board interview, I queried current and prospective directors. The results: 41 of 50 executives said they were ready for a board interview. But, in a striking disparity, 27 of 33 sitting directors said candidates could handle the interview better.

Some cited "flubs" that derailed otherwise d positive interviews. Consider the dynamics at play: board members want an interviewee to feel good about the company and the interview in case they encounter them elsewhere. One governance expert noted, "I'm sure he/ she would be a good director, but we didn't see it." Nearly every director said the first discussion with the candidates under selection was a major determinant in the ultimate appointment.

While the challenges of board service are higher than ever, there are many more highly qualified individuals who want to be directors. Competition for the few board openings that come up is at an all-time high. Accordingly, I even seasoned directors need to go a step beyond to prove their value during the board interview. "It's not enough to have the right qualifications--you need to ace the interviews,"...

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