The details of a nonprofit’s hiring process will vary from organization to organization but one aspect should always remain consistent: A well thought-out plan should be made to ensure the process goes as efficiently as possible.
While all businesses want to have efficient hiring procedures, it takes on a new meaning for nonprofits, which are often facing time and money constraints. Throw in the fact that organizations need employees who have an undeniable passion for the cause, it becomes even more critical that the hiring process is done efficiently so that the best candidates are selected for consideration.
In an online pamphlet posted by The Bridgespan Group’s Tom Friel, the former chairman and CEO of Heidrick & Struggles International, Inc., explained how his organization went about bringing on new employees. He shared the top 10 things he learned from his experiences:
- Assess your existing team and talent against the mission.
- Determine whether you can meet your needs by promoting someone or changing job descriptions.
- Create a realistic compensation and benefits package.
- Agree on the qualifications your candidates must have.
- Create a list of qualifications that would be “nice-to-have” but are not required.
- Create a list of selling points and test it on someone objective from outside the organization. “There’s an old adage, sell the sizzle not the steak,” said Friel.
- Establish a search strategy, budget, and timeline.
- Determine who will interview candidates and to what end.
- Remember that not everything goes according to plan, so stay flexible.
- When the search is completed and the new candidate is announced, close out the process professionally. Reach out to the candidates who did not make the cut and thank them for their interest. It’s important not to burn bridges because it’s possible you will need their services in the future.