How to secure a board role via a recruitment firm

Over the last few years, I have seen a noticeable increase in the number of organisations engaging the services of executive search firms when appointing a new independent board member or non-executive director (NED). Whilst the numbers are still relatively low in comparison to the other three ways that board appointments are made, it will likely be only a matter of time until you find yourself having to work with a board recruiter – particularly if you seek a significant board appointment, paid or voluntary.

My best advice for dealing with board recruiters

I began my board recruitment career in one of the UK’s top executive/board search firms. A significant aspect of my role involved counselling candidates on how to successfully secure board roles. The best advice I offered the majority of these people was to… 

“Avoid people like me, and when you can’t, know how to impress us.” 

The truth is, if I were speaking to you, then I would also be talking to hundreds of other talented people just like you. That was what my clients paid me to do – find them an extensive pool of the highest quality candidates from which they could make their final selection – and I was very good at doing this. Most opportunities attracted 100 or more applicants. That means they had just a 1:100 chance of getting appointed for a single vacancy. Not great odds.

My advice, therefore, was sound. For their best chances of gaining a board role, they should avoid highly competitive processes whenever possible. Why would I say that, as it seems counterproductive to my role as a headhunter? Well, I also knew that if they wanted the role, they had to go through me. I was essentially the first gatekeeper. So, to add to the competitiveness of the process, they also had to navigate the influence and power I held and be prepared to impress. 

Don’t underestimate the influence and power of board recruiters

When working with a recruitment firm to secure a board role, regardless of your skills and experience, you must acknowledge and account for the part they play in the process. 

1. You are not the client: The first thing you need to understand about board recruiters is that their job is not to find you a board role. You are not the client. Their client is the organisation that pays them to find the best possible candidates. This might seem obvious; however, recognising this should change the way you work and engage with them. 
2. Their opinion matters: Like any good consultant, board recruiters have opinions and are paid to provide them. Good board recruiters will rarely shy away from giving advice on who their clients should appoint when asked or, at the very least, guide the decision-making process. 
3. Their reputation is everything: “You are only as good as your last appointment” is a phrase many in the recruitment industry use. It suggests that there is no room for a failed appointment. Hence, every appointment is a critical one. You can be assured that a recruiter WILL NOT recommend anyone they do not have absolute faith and confidence in to their client.
4. They are powerful: In fact, they are very powerful. Search firms have likely worked long and hard to gain the trust of their clients. As such, their clients, who often pay them tens of thousands of dollars, listen to and value their advice. Who they recommend and who they don’t very much count in the board recruitment process.

What does this mean for you? Essentially, you must:

• separate yourself from your competitors by being memorable (for the right reasons),
• and provide confidence that you are not a risk to their reputation (or their client), and
• ultimately, you must impress them and  ‘dare them not to appoint you’.

How to impress board recruiters

You will likely engage with a recruiter in one of three ways, and fortunately, there are some simple things you can do to increase your chances of being appointed.

#1 An Advertisement

They place an advertisement for the board role, from which you reach out to initiate a conversation or apply as a candidate.

Here’s how to impress.

Calling a recruiter in response to an advertised role is one of the most effective ways to make an impression. Why? Because fewer than 10% of applicants do it! 

• Before making the call, conduct both online and in-person research.
• Then, when making the call, don’t ask them to ‘tell me more about the role?’
• Convey what you have learned during your research and the conversations you have had.
• Demonstrate your connectedness, knowledge, passion, fit, and proactive approach.
• See if you can gain any additional information about what the client is ‘really’ looking for. You can approach this by asking them what their client’s ideal candidate looks like and what their current challenges are.
• Confirm what they require by way of an application and the closing date. 
• Don’t ask questions that you could have found the answers to elsewhere.

#2 Headhunting 

A recruiter will reach out to potential candidates, encouraging them to apply for the role. Here’s the approach you should take.

If a headhunter calls you to discuss a potential board opportunity, don’t assume you are the only one they are speaking to or that you have a greater chance than anyone else. 

• When they call, hear them out and don’t respond with a yes or no immediately. 
• Instead, regardless of your initial thoughts, be polite and ask them to send you the details. This request will show that you are taking the opportunity seriously, which will only impress the recruiter. 
• Conversely, speaking overly enthusiastically during the initial call, when you don’t know everything, may appear desperate and hurt your reputation.
• If you are interested, you should do some due diligence and research before considering your next step. 
• Once as much information as possible has been gained, call them back. If you are still interested in the opportunity, the purpose of the call is to impress them with the knowledge you have gained and to find out what is required as the next steps. 
• If you are not interested, perhaps you could recommend someone who might be a better fit?

#3 Making a Connection 

You reach out to a recruiter, not in response to an advertised role but to introduce yourself and be added to their database or contact list.

Connecting with a board recruiter by way of introduction is an excellent way to ensure that you are on their databases when board opportunities arise. Initially, it is likely to occur via email. In which case, simply send them a brief board bio and NED CV along with a request for a conversation. This article has some great tips for writing a self-introduction email.

In any subsequent conversation, you should be clear about two things….

1. What board roles are you looking for? Here, you need to be specific. Name the organisations that you believe you both want to be appointed to and could be appointed to. 
2. Why do you want to be a NED? Remember, this is not an aspirational question. They are asking it because they want to know you have thought about what your value is at board level. They want to know about your board experience, board-level skills, networks, industry experience, and your fit. They are not asking for you to explain why you believe having a board appointment would be beneficial.

Some general advice

• Before speaking to any board recruiter, consider their motivators. Do some research on the recruiter. Is there anything you can do to help them? See if you have any professional or personal interests in common. Do you have any personal or professional connections in common? These are not only icebreakers but might be the thing that gets you noticed, remembered, and liked. 
• Once you have made a connection, nurture the relationship. Find ways to keep in touch. You never know when you will be in the right place at the right time. Trust me; it does happen. 
• The first 7 seconds count. Studies have shown that HR professionals judge an applicant in the first 90 seconds and up to 70% stick with that judgment.
• Be prepared for a formal recruitment process. You must have a Board CV. Not having one suggests to the recruiter that you are not serious about the role. 

In Summary

No matter how you feel about recruiters, they are the gatekeepers of some of the most significant and exciting roles. For you, this means that sooner or later, you will likely have to interact with one. Remember, recruiters are in the business of finding board members for their clients, not finding board positions for candidates. Be prepared for the process to be highly competitive. To be successful, remember you must ‘dare them not to appoint you’; if you don’t, someone else will.

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