Google, Facebook and LinkedIn have changed dramatically the way companies look for candidates and hire people to fill positions. For small nonprofits, especially founder-run organizations, the move poses to be a problem, according to Maxine Harris and Michael B. O’Leary.
In their book, “Tales From a Reluctant CEO: Lessons for Nonprofit and Start-up Leaders,” the authors provide some sample questions to help audit your hiring process and assess the extent to which it follows evidence-based best practices:
- Are we considering combinations of tools to achieve the highest validity and lowest adverse impact?
- Have we considered how our ordering of tools affects validity and adverse impact?
- Are we clear on the criteria we are using to assess our process, such as job performance, retention, etc.?
- Are we providing applications with the specific information they desire?
- Have we elected recruiters who are warm and friendly?
- Is appropriate attention being given to early recruitment activities?
- Do we solicit feedback from applications on their satisfaction with the process, including those to whom we made offers and those we didn’t?
- Do we have evidence that selection procedures are job related?
- Is the selection process consistently administered?
- Does the process allow for some two-way communications?