Leadership is a revolving door at nonprofits. While it might be nice to have one voice at the helm of your organization for many years, the reality is that your leader will leave that position at some point, whether by choice or circumstance. When that day comes, will you have a successor-in-waiting or will you be scrambling for a replacement? The answer to this question can depend on how you handle your employee interviews.
Depending on the type of position you are looking to fill, it’s not a bad idea to see if the candidate could someday be a good fit for a leadership position at your nonprofit. For example, fundraising positions naturally attract individuals with excellent people and organizational skills, which are great traits for leadership positions. When crafting the questions you will ask candidates, consider some that will help you determine whether they would be capable of leading your organization someday. Since hiring decisions often hinge on the smallest details, whether the applicant has leadership potential could very well make your decision easier.
With this in mind, ask these types of questions to your candidates to gauge their leadership skills:
- How does this current role build upon or apply your leadership skills?
- How does the job apply your concrete team-building, management, fiscal and implementation skills?
- What would you expect to accomplish in your first few weeks, few months, year in this role?
- How do you plan to address the challenges which you may not have met before