An advertised board role – your guide for responding

Most board roles are highly sought after, but advertised board roles are also highly competitive. Even small organizations in regional areas can receive over 50 applicants, with the majority being well qualified for the position. When responding to any advertised board role, you must always assume a competitive board appointment process and respond accordingly.

My second board appointment came through a board vacancy that was formally advertised. I have also worked with many aspiring directors who have been successfully appointed this way. There will be times when your ideal board role requires formal advertising. Drawing on these experiences and those working in board recruitment, I can recommend essential steps for responding to an advertised board role.

Step 1 – Conduct Research

Most advertisements for board vacancies will include a contact person. This contact may be a recruiter, a staff member, a member of the nominations committee, or a current board member. What surprises me is that very few candidates take the initiative to make a call, and those that do often make the mistake of calling too early. This call is the chance to stand out from the other candidates, particularly if you are the only one to do so.

It is essential that you conduct research before making this, especially when a recruiter is handling the board vacancy. In most cases, you only have one brief opportunity to make an impression, and research is key to making a positive one.

Before calling, research the advertised board opportunity, the organization, and the industry. I also recommend taking it a step further and finding out as much as you can about the recruiter and the search firm, if they are involved. If not, find out what you can about the person listed as the contact.

Regardless of who the contact is, don’t underestimate this person’s involvement in decision-making or influence at different stages of the process. I have witnessed candidates make the mistake of not preparing for this conversation, only to realize later that the contact person was crucial to the process.

Step 2 – Call the listed contact

The objective of the call is to be memorable (for the right reasons) and, importantly, to collect valuable insights that will enhance your board application. Asking generic questions such as ‘Can you tell me more about the role?’ will not have a positive impact. Instead, share some insights you gathered during your research. Show the value you can bring to the role and organization based on some of what you learned during your research.

You need to demonstrate that you are:

• proactive
• knowledgeable
• well-networked
• familiar with their business and industry
• appropriately qualified
• genuinely enthusiastic about the board and their goals.

Step 3 – Seek specific information

The second objective of the call is to gather specific information that will help you submit the strongest possible application. Seek information that will set your application apart from the other candidates. For example, understanding the current challenges faced by the board and the organization allows you to address their specific needs directly, rather than assuming what they might require.

It’s also important to determine what they truly seek in a successful candidate, which may not always be clearly stated in job advertisements. Asking why the position is currently or soon to be vacant? Is it a new role or a replacement role? can help determine the skills and experience sought and the board’s future direction.

Never ask questions about remuneration during this call. This is a conversation for later, if and when you get that far.

Step 4 – Confirm the specifics

The final objective of the call is to confirm the specific application requirements and closing dates. This information includes the documents required to support your application – board resume, cover letter, or more. When decision-makers or recruiters are overwhelmed by applications, omitting a document can be a clear-cut reason your application doesn’t make the first cut. Finish the call on a positive note by confirming your interest in the board role and that you will submit your application soon.

Step 5 – Start writing your application ASAP

I urge you to begin drafting your application immediately while the insights from your research and discussion with the contact are still fresh in your mind. This is also when your motivation to craft a compelling application is at its peak. A standout board application is one tailored to meet the selection criteria but also to highlight the unique contributions you can bring to the board. Rest assured, a generic, copy-and-paste document will not suffice, particularly when vying for an advertised board role.

When applying for the board vacancy, I recommend submitting your application well before the closing date. This is important because if the advertiser or recruiter is inundated with applications, they may close submissions early.

In Conclusion

Unless you are happy to waste time, responding to advertised board roles requires substantial research, proactive communication with the advertiser, and the submission of a customized application. By following my steps and advice, you can increase your chances of standing out from the competition, securing an interview, and getting your best shot at obtaining the position on the board. Preparation is key, so take the time to gather information, ask insightful questions, and showcase your unique value to the board and organization. Good luck with your application and future board appointment!

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