An official interview is usually carried out when a board hires new members. Candidates for the board must be prepared to answer questions that range from what their talents and attributes will contribute to the organization and why they want to be part of the board. They should also have a clear idea of the time they can commit to the position.

Boards typically look for 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 a high-level discussion, ask intelligent questions, and challenge the company’s thinking processes.

A good board member will be willing to share their own view on the issues and strategies of the potential employer but will also be willing to hear the viewpoints of interviewers. They must be able provide fair feedback, even when the company’s performance is not satisfactory.

Interviewers might ask candidates to examine the atmosphere and collegiality within the boardroom. This is particularly crucial in a public company where the board’s relationship with shareholders could be at stake. A board may also ask candidates to declare any conflicts of interest they may have that might hinder their ability to add to the value. A conflict of interest discovered www.boardthrough.com/tips-to-guide-you-in-your-corporate-board-seat-interview/ could undermine the board’s plans and can have serious legal implications in the worst-case scenario. If candidates’ answer is to be evaluated to be considered, they must be prepared to declare all relevant affiliations and relationships.