Capital market oriented companies are especially confronted with the problem of recruiting qualified and suitable staff for their Board of Directors. The discussions concerning standards and rules to "diversity", the ongoing debate regarding female quota, but also the stake- and shareholders high expectations increase the pressure to win suitable staff for the Supervisory Board. The Directors Board practice also shows that the occupancy and nomination processes, more or less progress unstructured, with lack of relevant evaluation criteria. In order not to expose oneself to actions of voidance, those responsible should establish qualified job profiles and conceivable nomitating and staffing processes withing their supervisory bodies, although the search for Independent Financial Experts illustrates an exception.
Also in middle sized companies, the necessity for an independent and professional higly qualified control by the Directors or Advisory Boards cannot be denied.