Essential Questions for Interviewing a Candidate for a Not-for-Profit Board Position

When it comes to selecting the right candidate for a not-for-profit board position, asking the right questions is crucial.

But first, let’s discuss a key thing you’ve potentially been doing wrong.

You’re forgetting that board interviews are INTERVIEWS!

Tell the truth. You’ve been in prospect interviews where the prospect couldn’t get a word in edgewise. Right? You’re not interviewing at all. You’re selling.

So, let's start with the selling approach.

BOARD INTERVIEWS: THE WRONG WAY

If you’ve ever heard yourself saying the following in a board interview, you’re doing it wrong:

1. The time commitment is not onerous. The committees don’t meet that often and a lot of times you can “phone in.”

2. This is a great organisation! (If lucky, the interviewer can tell the prospect why)

3. The other board members are terrific and lots of fun.

4. Yes, there is a fundraising commitment, but….

So what’s wrong here?  Almost everything.

You learn nothing about the prospect.

You sound desperate.

You are not honest or clear about the obligations.

QUESTIONS YOU WISH YOU COULD ASK

So what are the right questions? Before we get to that, here’s what we wish we could ask ...

• Are you rich?  I mean, like really rich. We need really rich people on our board.

• Can you assure us that you won’t ask any really stupid questions at a board meeting?

• Do you really like to hear yourself talk?

• When someone says something you disagree with, do you either sigh or roll your eyes?

• How many times in the last month have you been on a conference call, hit the MUTE button, and checked your email?

• Will you commit to agreeing with absolutely everything I say?

• Do you tend to assume that someone is doing a terrible job until proven otherwise?

• Does the idea of asking someone for money make your skin crawl?

• Do you care if you are late for stuff?

• Note: join the fun and add a comment with a question YOU wish you could ask.  

That was fun however now let's turn to a better approach to interviewing (yes, interviewing, not selling) the next key member of your team.

The ideal candidate should be humble, possess relevant experience, and be driven to make a tangible impact. Below, we outline essential questions in three key areas to help you assess whether the candidate meets these criteria.

Assessing Humility

1. Can you tell us about a time when you faced a challenge or failure in your professional or personal life? How did you handle it? This question helps gauge the candidate's ability to acknowledge and learn from their mistakes. A humble individual will openly discuss their failures and demonstrate how they used these experiences for growth.

2. How do you approach collaboration and conflict resolution within a team setting? Humility often manifests in how one interacts with others, especially during conflicts. Look for responses that emphasise listening, empathy, and a willingness to compromise.

3. What motivates you to serve on a not-for-profit board, and what do you hope to learn from this experience? A humble candidate will express a genuine desire to contribute to the organisation's mission rather than seeking personal recognition or gain. Their answer should reflect a willingness to learn and grow from the experience.

4. What are the most important accomplishments of your career? Look for more mentions of we than I. Of course, it isn’t about being so simplistic as to count the responses. In the event that someone refers to himself or herself individually more than as a member of a team, probe for whether he or she was working alone or with others.

Evaluating Experience in the Not-for-Profit Sector

5. Can you describe your previous experience with not-for-profit organisations? What roles have you held, and what were your key responsibilities? This question seeks to understand the candidate's familiarity with the unique challenges and opportunities within the not-for-profit sector. Their response should highlight relevant roles and accomplishments that demonstrate their expertise.

6. How have you navigated financial constraints and resource limitations in your previous roles? Not-for-profit organisations often operate under tight budgets. The candidate's ability to innovate and find creative solutions under these conditions is essential for effective board membership.

7. Can you provide an example of a successful project or initiative you led within a not-for-profit organisation? What impact did it have? Look for specific, measurable outcomes that the candidate achieved in their previous roles. This will help you assess their ability to drive meaningful change and make a positive impact.

Determining Passion and Drive to Make a Difference

8. What inspires you about our organisation's mission, and how do you see yourself contributing to it? A candidate who is truly passionate about the cause will have a deep understanding of the organisation's mission and be able to articulate how they can contribute to its success.

9. How do you stay informed about trends and challenges in the not-for-profit sector? This question helps determine whether the candidate is proactive in keeping up-to-date with industry developments, which is crucial for driving innovation and growth within the organisation.

10. Can you discuss a time when you went above and beyond to achieve a goal or support a cause? Look for examples that demonstrate the candidate's dedication and willingness to put in extra effort to make a difference. This can indicate their level of commitment and drive.

Conclusion

Interviewing candidates for a not-for-profit board position requires a nuanced approach to ensure you find individuals who are not only skilled and experienced but also humble and deeply motivated to contribute to your organisation's mission. By asking the questions outlined above, you can gain valuable insights into each candidate's character, expertise, and passion, helping you make an informed decision that will benefit your organisation in the long run.

A thorough interview process is essential for building a strong, effective board capable of guiding your not-for-profit towards its goals. Invest the time and effort into understanding your candidates, and you'll be rewarded with a team of dedicated individuals ready to make a positive impact.

I think the single biggest problem with interviewing board candidates is that they are not interviews at all. Candidates come to “interviews” assuming that the job is theirs if they want it. The committee sells, persuades and typically does not vet the candidate in any substantive way. And real discussions about the fundraising obligation are swept under the rug for fear of chasing a good prospect away.

Please remember that board service is a privilege. Working on behalf of your organisation is a gift and public service is core to the betterment of our society.