How to ensure your Board Application makes the shortlist

How often have you submitted an application for a board role that you know you were well qualified for, only to receive a rejection email or no response at all? I can assure you that this is a very common scenario, particularly when applying for advertised board roles. But it doesn’t have to be that way.

Securing a board seat is not a game of numbers. Many believe that if they submit enough applications, they will get listed with numerous search firms and noticed by relevant headhunters; it’s just a matter of time until they are invited to a board interview. Understanding the evaluation process for board applications is key to increasing your chances of being shortlisted for an interview. 

The evaluation process for board applications

Once your board application is received, it will be placed in a pile, list, or digital folder (with applications for the same role) for review after the closing date. From there, applications are usually reviewed in bulk, though they may sometimes be assessed early. If a recruitment firm is involved, AI software known as Application Tracking Systems (ATS) will likely be used to initially screen your application.

To improve your chances of making shortlists at every stage of the board appointment process, ensure to address the key criteria in your cover letter, board resume, and supporting documents. While doing so, include keywords related to the skills and qualifications that both human and AI reviewers will look for. Many of these keywords can be found in the advertisement, position description, and selection criteria.

The board candidate shortlist

Once the applications have closed, the shortlisting process begins. It starts with each application being individually graded; this process is known as sifting. Depending on the number of applications, board interview details, and available resources, this sifting process can take from one day to several weeks. Grading responsibilities may be assigned to a board or executive recruitment consultant, the board’s Chair, or a Nominations Committee.

The purpose of evaluating and grading each board application is to narrow down the applicant pool and identify the top candidates for board interviews. Conducting formal grading of applications enables a more precise and accountable comparison process of candidates.

This shortlist is usually larger than the number of available or anticipated interview slots. However, the number of candidates that make this shortlist will directly correspond to the number of available interview slots. This shortlist is then presented to the Chair, the Nominations Committee, or the interview panel to select the final list of candidates to be shortlisted for interview.

How are board applications usually graded?

Board applications are initially assessed and rated based on their board cover letter. If the application process required submission of an application form, a board resume, and supporting statements, these documents will also be assessed. A, B, or C grades are awarded based on alignment with the key selection criteria set by the board or the nominations committee. Typically, the application grading results will follow a bell curve, with the top 10% scoring an ‘A grade’.

Applications given a C Grade

A ‘C grade’ is given to an applicant who did not clearly address or meet the selection criteria. They may understand the criteria but fail to provide specific examples of how they meet them. These applications lack evidence of past successes. Some individuals submit speculative applications, which wastes time for both parties involved. This grade will account for approximately 10% of applicants.

Applications given a B Grade

Around 80% of candidates fall into this category, ranging from those new to board roles to those with extensive experience. Many applicants in this category will fail to address or satisfy all the criteria clearly. Some will address each selection criteria but fail to provide specific details on their value and achievements. To compensate, their applications often contain unnecessary contextual details. Many qualified candidates receive this rating not because they lack the ability to perform the role, but because their applications do not effectively address all the criteria. Some incorrectly assume the decision-makers will read between the lines or that their reputation & stature will speak for them.

Applications given an A Grade

Assigning an ‘A grade’ should identify the top 10% of candidates. These applications stand out by meeting all the essential selection criteria and many of the desired criteria. The applicants confidently demonstrate that their knowledge and experience meet all the requirements and provide evidence of having done so. They leave those grading the applications without hesitation that they can perform well in the role and add value to the board and organization.

Which applicants will be invited to a board interview?

The number of board candidates shortlisted and selected for interview depends on quotas set by the chair or interview panel. Limited time, resources, and availability also play a role in determining the final number. An ‘A grade’ does not guarantee an interview, nor does a ‘B grade’ rule one out.

If there are more ‘A candidates’ than available interview slots, a second round of screening and grading will be necessary. Applicants will be further graded as A-, A, or A+ based on their qualifications. A board interview is usually offered to all ‘A+ candidates’, then to ‘A candidates’, until the quota is filled.

In cases where the A candidate pool is insufficient for the required number of interviewees, some B candidates may be selected to join the shortlist for the board interview stage.

5 strategies to improve the likelihood of your board application making a shortlist

Strategy #1

Before you apply for the role, take some time engage in basic research on the organization and the role. Use this basic research to determine whether the board seat is a good fit for you. If you lack the passion for the role or can not add value to the board, you are not a good fit, and it is unlikely that your application will receive an A grade. Submitting an application will most likely be a waste of your and the assessor’s time. This is even more important if a recruiter is involved. The last thing you want to do is ruin your reputation with a recruiter. This could work against you when they are recruiting for a more suitable board role. Submitting poor or C-grade applications is not the way to get on their books.

Strategy #2

Elevate your research by thoroughly exploring the organization, its industry, competitors, current board, and the history of past board members. The information gained during your research should be evident in your board cover letter and applied when addressing the selection criteria. In-person research can be the difference between receiving a B and an A grade. It shows your understanding of the organization and industry and provides unique opportunities to demonstrate how you can add value to the board and the organization. I assure you that very few (if any) applicants will conduct the level of research needed to elevate them to an A candidate.

Strategy #3

For this strategy, it is essential that you have a board resume. A board resume should be quite different from an executive resume. Candidates who submit their executive resume, particularly in a competitive environment, are unlikely to survive the first cut.

Once you have your board resume, you must customize it for each application you submit. By customization, I mean tweaking the content to match the role and addressing the selection criteria. AI software may scan and assess your board resume, so include relevant keywords, skills, and experience. Your Board Profile must be at the top of your board resume. Those sifting through applications may have only a few seconds to make these early culling decisions, so put your board pitch first. Finally, ensure that your LinkedIn profile aligns with your board resume, as both will likely be reviewed together. Creating synergy between all your documents and your LinkedIn profile is vital. Failing to do so may tell the assessor that you are not serious about your board career or that you have something to hide.

Strategy #4

In a formal board application process, always include a Board Cover letter, even if it is not requested. It must clearly address each of the essential and recommended selection criteria. The research that you have completed will help you craft this document. Focus on highlighting successes, which is what Chairs or decision-makers look for and take comfort in. Demonstrating past success is important as it suggests you will perform well in the future. Think about the sifting and grading processes outlined above. Providing a document that clearly makes the assessor’s tasks easier should help your application stand out from the others.

Strategy #5

BE PATIENT. When applying for a board position, keep in mind that recruiting a new director might not be the board’s or the selection committee’s highest priority.

Various reasons can cause delays or hesitations in the appointment process. Issues to consider include coordinating board members outside of regular board meetings, limited resources for recruitment management, being overwhelmed by a high volume of applications, prioritizing executive duties over recruitment duties, a lack of recruitment experience among HR executives and board directors, and potential fundamental organizational or business changes during the board recruitment process.

If you have not received a timely response, I recommend following up to inquire about the status of your application. Try not to pester. Consider a more subtle approach, such as reaching out to see whether any additional information is needed to support your application. If, during this process, you find out that your application was unsuccessful, always ask for feedback. You can use this information to pivot or improve your approach to future board seat searches and applications.

In Summary

Understanding how board applications are evaluated can help you improve the application documents you submit and increase your chances of securing a board interview. It is often the case that candidates with the skills and experience of an A-grade candidate are not graded as such because their applications fail to clearly demonstrate their value to the board. To ensure your application is properly evaluated, conduct thorough research and carefully address all the selection criteria in your board cover letter and supporting statement. Additionally, tailor your board resume accordingly.

If you need help with your board applications, our Board Appointment Coaching PLUS members receive unlimited application reviews.

Related Articles

A guide to writing a Board Cover Letter

How to Impress a Board Recruiter: A Guide

Do I need a board resume? Should I write one?

How to write a powerful Board Profile