8 Human Resources Dos And Don’ts
June 18, 2013 The NonProfit Times
There is no doubt that talent is the greatest asset of any nonprofit. Without the right employees, an organization is unlikely to fulfill its mission in the most efficient way possible. That’s why it is important that human resources managers take the right approaches to the hiring process.
In the book “Nonprofit Management 101,” James Weinberg and Cassie Scarano of Commongood Careers wrote that the first step hiring managers need to take before posting their job online is to ensure that your organization is attracting the best possible candidates. While the orientation, development, management, and retention of talent are a part of achieving this goal, Weinberg and Scarano also suggested managers follow these eight guidelines when searching for new employees:
- DO slow down and plan your hiring process thoughtfully before getting started.
- DO utilize a hiring process that incorporates the four tenets: clarity, consistency, equity, and legality.
- DO develop a competency model to inform all stages of the hiring process.
- DO develop a deep and wide candidate pool through multiple, strategic, and targeted sources, including job boards, listservs, organizational and personal networks, social media sites, and professional associations.
- DO provide the most competitive compensation package possible.
- DON’T make snap judgements in an in-person interview; give the candidate at least three chances to prove their qualifications for the position.
- DON’T ask interview questions that you do not need to know in order to evaluate whether or not this person can effectively do their job.