recruiting exceptional leaders for your nonprofit 1
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Recruiting Exceptional Leaders For Your Nonprofit
We Find Great Nonprofit ExecutivesThe Moran Company
www.morancompany.com
Recruiting Exceptional Nonprofit Leaders
www.morancompany.com
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
www.morancompany.com
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
www.morancompany.com
Decide Who you are Looking for
1. Job Description
2. Geographical area – national vs. local
3. Salary range
www.morancompany.com
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
www.morancompany.com
Passive Candidates
• Those not actively looking for work• Recommended by others in the field
www.morancompany.com
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
www.morancompany.com
Reviewing Resumes
• Skills• Length of prior service with one employee• Increasing responsibility with same
employer• Broad approach• Rating Resumes
www.morancompany.com
Screening Interviews
• If salary range is low – we send it out in advance of screening Interviews
• Inclusive• 30 – 45 minute interviews
www.morancompany.com
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
www.morancompany.com
Reference Checks
www.morancompany.com
Negotiating with Successful Candidate
www.morancompany.com
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.
www.morancompany.com
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