Don’t make these board interview mistakes
Mastering your board interview involves delivering concise, impactful answers that corroborate your unique skills and achievements. After interviewing countless non-executive director (NED) candidates, I have compiled some board interview mistakes you don’t want to make. I assure you that these mistakes often result in top candidates not getting appointed.
For some, it has been some time since they attended any job interviews, let alone a board interview. Others may have successfully made it to the board interview stage, only to be repeatedly disappointed when not offered the role. Regardless of your board interview experience, it is essential not to make these mistakes.
Board Interview Mistakes
Lack of preparation
Preparation is undeniably crucial when it comes to board interviews, and failing to do so is the most common mistake candidates make. You have made it to the interview stage because the selection panel or committee are confident that you have the skills and experience to do the job and contribute to the board.
But in most cases, you are not the only candidate being interviewed. The other candidates also have the skills and experience (although different from yours) to fulfil the role. You can not rely on your board CV and/or reputation to set you apart from the other candidates. This is only possible by preparing for the interview and the questions you are likely to be asked.
Treating it like an executive interview
A non-executive director role is very different from an executive role, and so is a board interview. Not recognising this and adjusting accordingly will result in a candidate being underprepared, focussing on their executive skills and achievements.
Boards are not responsible for the day-to-day running of the organisation. According to the IOD, the board’s fundamental purpose is to ensure the organisation’s prosperity by collectively directing its affairs while meeting the appropriate interests of its shareholders and relevant stakeholders. A successful candidate must demonstrate strategic thinking, planning and management, plus decision-making.
Over-answering the questions
A mistake I often see is candidates speaking for too long. This is usually due to nerves; however, some make the mistake of thinking that they won’t get appointed unless they tell the interview panel absolutely everything. Some believe they need to over-answer to show they are better than the other candidates.
Over-answering in one instance should not affect the outcome of the interview. However, it can be detrimental if done for most questions. Firstly, it may be interpreted as anxiety, nervousness, or overconfidence. These qualities are not desirable in a board non-executive director (NED).
Secondly, board meetings are time-sensitive and usually have multiple agenda items. For a board to operate successfully, NEDs must be able to get their point across succinctly. Over-answering does not provide the confidence that you can do this.
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Look for cues that you may be making this mistake. When the interviewer stops writing notes or loses interest, it’s time to stop talking.
Under-answering the questions
Under-answering questions is usually the result of nerves or the candidate assuming the interview panel already knows everything about them. A candidate who under-answers a question will come across as underprepared, nervous, or even worse, arrogant.
Ultimately, you are not selling yourself or providing examples of your successes if you under-answer questions. I can assure you that most of the other candidates will avoid making this mistake.
Presenting poorly
Some personal elements can negatively impact your accountability during the interview. Even if Personal elements such as bad posture, clothing selection or personal grooming only need to impact one panel member, to influence the outcome of a board interview negatively. While many rightly say this should not matter, it does in this environment. You are applying for a role where you will represent and be a role model for the organisation and its stakeholders. Therefore, presenting yourself professionally and conservatively is crucial to making a positive impression.
Technology Pitfalls
It is not unusual for a board interview to be conducted virtually via technologies such as Skype, Zoom or Google Meet. Most of us now use these platforms regularly for formal and information meetings. However, don’t let familiarity with these platforms fool you into not taking a virtual board interview as seriously as a face-to-face one.
Many boards now conduct some formal board meetings and discussions via virtual platforms. It is essential that these meetings are conducted with integrity and professionalism. If a candidate can not display this during a virtual board interview, it is unlikely that they will be appointed.
If you are attending a virtual board interview, you should do some additional preparation:
In Conclusion
Preparation is the basis for a successful board interview. Good preparation involves being well-researched and able to articulate your value to the board. Preparation should also include ensuring that you do not make any of the above mistakes. If you are concerned about any of these board interview mistakes, I highly recommend conducting a mock interview with a professional, friend, or colleague who is willing to provide honest feedback.