I'm interviewing candidates for a board. What should I be looking for?

I’m trying to hire a board member. I’ve been asked to interview candidates, but I am not sure what my role is or what authority I have. What should I be interviewing for and what are the criteria I should be looking to fill?

-Consultant to a non-profit

Dear Consultant,

It sounds like this process is lacking some necessary structure. The company needs to have more communication with you so that you know what you are looking for. You also need clarity on your role. Are you a decision maker in this process? Or are you there to help inform others who will make the decision?

Hiring a board member is a different dynamic than hiring an executive. Sometimes one member is being hired and other times two or three people are coming on, and sometimes it can be building an entire board. How well one works with the rest of the board is paramount. The board members must have complementary skills and together make up the right set of advisors to guide the organization. It’s important to remember that you are looking to fill an important role but it’s one voice of many. You are looking for someone to serve in the way of a Senator, not a CEO.

While every board will have different needs there are some traits to be looking for that will serve any board well:

Diversity: Boards need people whose values and personality fit with the rest of the organization, but they also need people with different experiences and different backgrounds.

Maturity: Will the candidate make the board stronger, and more cohesive? Are you hiring somebody who is evolved and mature enough to communicate at the level necessary in a board role? Board members are there to represent shareholders as well as help the company. There’s an interesting balance between being collaborative but not being a push over. Can this person push back in an appropriate way and get things done? That takes someone with experience and confidence.

Team Player over Individual Star: Board members are people who elevate and influence the organization, but they represent one of 10-12 voices in the room. They should not be the type of person who likes to hear themselves talk or be interested in dominating the group.

Domain Expertise. What are you looking for? Some seats are directly attached to a functional expertise. For example, if you have an audit committee you will need a certified financial expert to fill the role. Often CEO experience is highly sought after, as are candidates with extensive technology or sales and marketing credentials.

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