Clearly, board appointment procedures do not reflect current recruitment practices in the private sector. 96% of NEDs are never interviewed at all, and additional assessment is rarely used.
A more rigorous selection process which is fair, open and honest, and in which candidates are challenged, can help to ensure that the candidate appointed is the most suitable for the position and help to promote a meritocratic culture. In addition to interviews, other means of assessment the Nominations Committee can use include psychometrics, mock press conferences/interviews and a mock board meeting.
There are a variety of selection options open to Nominations Committees. These include:
* Own networks
* Own advertised recruitment campaign
* Search and selection companies
See full Article.
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