9 Essential Director Interview Questions: Secrets to Successful Hiring

Secrets to Successful Hiring

The future success and direction of an organization highly depends on its leader – the CEO or executive director. So when an executive director suddenly steps down, it is the board members’ responsibility to immediately take action and find the next potential executive director for the organization.

Selecting a CEO is one of the most crucial decisions that a board undertakes. This kind of process influences the relationship and dynamics between the employees, investors, and other stakeholders of the company. Choosing a successor often places a strain on the entire management, especially when the candidate comes from outside the company.

So, to avoid seeing your company crumble before your eyes, here are some basic director interview questions that can help you asses if the candidates are indeed executive director material or not.

Experience and Motivation

Interviews usually begin with recruiters going through the candidate’s resume and experiences. In order to get a better glimpse of knowledgeable they really are, follow-up with these questions:

  • What do you consider your biggest accomplishment in your current role and outside of the company?
  • Describe a time where you had under performed or didn’t deliver what was expected of you.
  • Why are you interested in the executive director position? What do you think would be your biggest obstacles if you assume the role as new executive director?

Executive directors are the ones expected to make bold moves and decisions for the company. Most candidates may look good on paper, but it is very essential that you also assess their character and individual qualities in person. Remember that at this stage of the interview process, it is important to determine if the candidates are what you’re looking for and what the company needs in an executive director.

You are looking for people who know how to leverage on their own strengths, but are also humble enough to acknowledge their weaknesses and limitations. More importantly, look for leaders who see failure and adversity as opportunities to improve the organization.

Strategy and Vision

After determining the candidate’s background and motivation, the next part of the interview should cover the candidate’s evaluation of the company and their proposed strategy to drive the company’s success.

  • List your top 5 strategic priorities for your first year. If elected executive director, how do you plan on achieving these priorities?
  • What are the biggest changes in the industry in the past five years, and how have they affected the company?
  • How would you assess the company’s current performance? Which aspects do you think it excels in and which aspects do you think needs change?

From their responses, keep an eye on those candidates who are well-informed and knowledgeable about the industry while being just as invested in the company. These candidates are likely to become more perceptive leaders. More often than not, they are aware of possible new ventures and trends that can drive the company forward.

Be sure to look for someone who has a concrete plan and a sound strategy – not just a grand vision and ideas. Executive directors are expected to, well, execute. Knowledge, ideas, and visions will not be as valuable if they can’t be translated into deeds. Furthermore, the ideal candidate should take into account who will be involved and if there would be any change the company needs to undergo.

Leadership and Communication

After assessing how strategic the candidate operates, it is also important to ask questions that will allow you to gauge if they are capable of leading an organization.

  • How would others describe your leadership style?
  • Tell us about a time where you took over a team that had been under the leadership of another person for a long time.
  • Time where you have created a shared purpose among people who differed in opinions or objectives.

The type of leadership style an executive director has sets the tone for the organization’s culture. Candidates may have different personalities and leadership styles, but what’s important is to find a potential executive director who has an open and inclusive mindset. Look for someone who is a team player, passionate in serving others, and is committed in putting the interests of the organization and its people first, before anything else.

Critical Choice of Director

The task of selecting an executive director is crucial because the chosen candidate should be able to drive the organization to success while meeting the expectations of the board, the management, and all the other stakeholders of the company.

The recruitment process can also be very tricky since the result will ultimately determine the fate of your organization. So, as you go through these director interview questions, bear in mind that you should look for people whom you believe are capable of leading your organization to greater heights.

Now, the next set of director interview questions will help you evaluate how the candidates fit in with the culture of the company. The questions below are designed to find out more about your candidate’s views on technology, plans on compliance and regulations, and their idea of good corporate governance.

Organizational Culture & Structure

How a potential employee will fit into the existing company culture is considered to be a make-or-break factor by many recruiters today. So, even if the candidates tick all the right boxes, recruiters should still ask director interview questions such as these to evaluate their fit and attitude:

  • How would you describe the company culture? Is there anything you’d want to change?
  • How would you assess top talents? How do you plan on encouraging your top talents to stay
  • What does your company’s organization structure look like? If it were up to you, how would you organize the company?

Hire for the organization, and not just for the job. Hiring people that don’t mesh well with the existing or desired company culture leads to poor work quality, decreased job satisfaction, and a potentially toxic environment. Cultural fit is already considered a significant aspect when hiring a new employee, more so for when hiring an executive director.

As you go through the candidates, seek potential leaders with a growth mindset and individuals with career development plans for the employees. Look for those who firmly believe in what the company stands for and have the drive to create a positive change in the organization.

Technology

With the way technology has advanced, it would be greatly favorable for any organization to have a CEO that is aware of the opportunities presented by technology. To assess this, it would be good to ask:

  • How would you bring greater innovation to the company?
  • What metrics would you put in place to manage the company’s technology investments and operations?
  • Name an organization that has evolved their business model to adopt new technology. Do you think the shift was effective?

You should consider it a red flag when a candidate doesn’t acknowledge the role and value of technology in our society today. In this fast-paced and constantly changing digital world, you need someone who learns quickly, is highly adaptable, and is receptive to change. Awareness with the latest technological trends, along with an understanding of where these innovations can be applied to better the company, is what can set a candidate apart from the others.

Corporate Governance and Compliance

With the company facing several regulatory concerns, legal obligations, and economic fluctuations, an extensive knowledge and experience with corporate governance should be expected of the new executive director. Wrap-up your interview by making sure that the potential executive director will be able to handle challenges related to governance and compliance by going through the following director interview questions.

  • How would you ensure transparency with the board of directors and stockholders regarding liabilities and risks?
  • If elected executive director, what would you revise in the organization’s current key corporate processes (budgeting, planning, decision-making, risk mitigation, etc.)?
  • How would you create and maintain a high-performance culture and a performance ethic in the organization?

Corporate governance can no longer be separated from one’s role as an executive director. You need someone who promotes transparency and accountability, and carefully aligns the company’s strategies and risk management activities with its overall goals. Look for someone who is capable of involving people from different roles to work together in developing the company’s framework and controls for risk tolerance and risk mitigation. This is the level of skill and expertise that one should expect from a potential executive director, while also making sure that the candidate is suited to represent the organization well to your board, management, staff, and other important stakeholders.

Conclusion

The course of finding a new executive director affects the present operations and future direction of the company. In this is a long and crucial process, several steps are dedicated to check and analyze the candidates’ background and relevant experience. But it is in the interview phase, that boards can get a good grasp of the potential executive director’s intangible qualities such as drive, passion, and cultural fit.

Keep these director interview questions in mind when you begin the search for your company’s next executive director and you’ll be well on your way to finding a well-rounded and competent executive director.

Share this article:
  • Facebook Share Icon
  • Linkedin Share Icon
  • Twitter Share Icon
  • Whatsapp Share Icon
  • Reddit Share Icon
Get insights on the latest corporate governance practices!

Farah Maroun
Farah Maroun

Farah is a corporate governance analyst and business development manager of Convene’s MENA team. Owing to her experiences working in a boardroom, she is an expert in leadership roles and corporate governance best practices. Farah has been recognized by Convene for her extra commitment in imparting knowledge about effective management.

  • Connect:
  • Linkedin Account
  • Email Account

Take Your Organization’s Meetings to the Next Level

Learn how Convene can give your boards a superior meeting experience.
Enquire for a free demo with no cost or obligation.

Talk to Us