Recruiting Exceptional Leaders For Your Nonprofit 1

transcript

Recruiting Exceptional Leaders For Your Nonprofit

We Find Great Nonprofit ExecutivesThe Moran Company

www.morancompany.com

Recruiting Exceptional Nonprofit Leaders

Hiring Steps1. Who is to be involved in

the hiring process

2. Decide who you’re looking for– Job description– Salary range

3. Posting the position

4. Looking for Passive Candidates

1. Who might know them?

2. How do you reach them?

5. Review of Resumes

6. The Interview itself– Screening?

• Inclusive

– Final– Interview dynamics– Questions

7. Informal background check

8. Reference Checks

9. Negotiating with successful candidate

Who is Going to Be Involved in Hiring Process

1. Are you going to have a search committee?

2. CEO

3. Board Members

4. Key Staff

Decide Who you are Looking for

1. Job Description

2. Geographical area – national vs. local

3. Salary range

What Makes For An Effective Nonprofit Executive Director?

• An effective team manager and delegator--not a lone ranger

• Emanates trust and confidence • Persuasive communicator to key stakeholders • Reflects maturity and wins respect. Seen as a

peer by community leadership

Great Nonprofit Executive Directors

1. Self Starter.

2. Passion for the Organization's Mission.

3. Ability to Accept and Motivate Others.

4. They are “Servant Leaders.”

5. Deals Well with Conflict.

6. Think Strategically, but Implement Tactically.

7. Vision.

8. Persistence.

9. Stamina.

10.Sound Judgment.

Post Position

• Find out where possible candidates would look.

• National websites– Indeed job board

• Local websites– Local chapters of associations– Local nonprofit job boards

Passive Candidates

• Those not actively looking for work• Recommended by others in the field

Looking for Passive Candidates

Who might know them?• Current Employees• Colleagues of people who

are excellent in the field at other agencies

• Other Employers• Word of Mouth• Your constituents

How do we reach them?• Telephone• Going down lists of

people in similar positions with colleagues

• Posting on social media• Mass email to your

contacts

Reviewing Resumes

• Skills• Length of prior service with one employee• Increasing responsibility with same

employer• Broad approach• Rating Resumes

Screening Interviews

• If salary range is low – we send it out in advance of screening Interviews

• Inclusive• 30 – 45 minute interviews

Interview Dynamics

1. Establishing Rapport• The first 5 minutes

2. Gather information• Asking questions and matching the

answers against success factors

3. Close• Selling the organization or

disengagementwww.morancompany.com

Informal Background Checking

• Do not trust resumes• Do not trust interviews• Candidates have a record of productivity• Find it

– Speak to peers– Use Linkedin

Reference Checks

Negotiating with Successful Candidate

The Moran Company” We find Great Nonprofit Executives”

• Determine your specific needs for the position.• Provide research to determine appropriate salary levels for your

position.• Draft a customized position description.• Publicize your position by posting it on national and regional

nonprofit websites. We also publicize your position through mass e-mails.

• Speak to nonprofit peers and professionals to identify the best candidates for your position.

• Conduct face-to-face screening interviews with the strongest candidates.

• Conduct a “google” search to investigate finalists’ backgrounds.• Facilitate the interview process with your Search Committee.• Negotiate an employment agreement with the final candidate.

Recruiting Exceptional Leaders For Your Nonprofit 1

Technology