1. Networking for Success
· Are you doing everything you can to source candidates?
· Hold a networking happy hour for your nonprofit to give prospective employees a chance to get to know your staff in a relaxed environment. Ask staff and volunteers to invite people in their network who work in nonprofits or who may be interested in working for your organization. Invite anyone in your database who works in advancement. The next time you have an opening, let this group know and ask them to share with their network. Showcasing your organization and staff will help you build your brand while actively recruiting.
· Take informational meetings with prospective candidates and ask others on your team to do the same. Attend professional events and introduce yourself to at least five people you’ve never met before. Connect with each of them after the event with a written note and through LinkedIn.
2. Hiring for Success
· A colleague shared her frustration about a disorganized hiring process.
· Review your hiring processes to make sure you are representing your nonprofit with distinction. Involve your team to give the candidate and the team a chance to assess one another. Position your organization positively by preparing staff and the candidate for the interview process. This includes written itineraries and briefings for both the candidates and the interview team.
· Screen candidates by phone to save time. Don’t overlook cover letters and résumés as examples writing and attention to detail. Ask candidates to describe specific examples of their skills. Ask candidates to make a presentation if that’s appropriate. Always ask this: “Under what management style and environment do you thrive?” This will help you assess fit with management and the organization.
· Be transparent about challenges – a good candidate should be excited about taking those on. Take your time and invite the candidate back for more conversation in an alternative setting. Be clear about your culture, values and expectations.
3. Positioning Your Team for Success
· Invest in your staff as a source of talent – recruit internally.
· Adopt a “challenge and support” model to help your team develop. Beyond the formal review process, be sure you fully understand the skill level and strengths of each member of your team. You should also have ongoing, candid discussions about their career aspirations and opportunities and co-create a map toward success.
· Position your colleagues for achievement by playing to their strengths to improve confidence and develop challenges to help them stretch and grow. One-on-one coaching, as well as external and internal training, can help each staff member reach their goals.
· Tap each person for participation in or leadership of a key project so they can showcase their talent to a wider audience. Encourage informational interviews with colleagues for the types of jobs your staff would like to have inside your organization. Setting a culture of internal promotion will help you grow and retain your own talent.