nonprofit jobsMany organizations are familiar with using references in the final phases of search to support or eliminate one winning candidate. References can serve equally critical functions, however, beyond giving you data about your proposed “winner.” In this four-part series, the pieces of the referencing process are outlined and defined so you can be best prepared no matter your role.
In my three-part series, I will walk you through the different aspects of a search process identifying both the benefits and role of a recruiter at each step as well as the details to consider before deciding on the best recruiter for your job.
Making a good hire depends, in part, on having positive interview experiences with your preferred candidates. Sometimes, employers underestimate the impact of a well-planned interview/interview process. Remember that outstanding leaders will remember your interview process long after you extend an offer to the candidate of choice. It makes good sense to go the extra mile to ensure that the process and the final result are commendable. That way, you will have made new professional linkages during the process and you can circle back to people whom you liked, but did not think would be right for the particular role you seek to fill.
Often, new clients relay horror stories about how a hire did not work out. And, time after time, they reveal they never checked references. (What??!!) So, to help avoid some predictable problems, here are my suggested “Rules of Reference” for hiring:
Engaging an executive recruiting consultant for your organization’s position search shouldn’t cause you anxiety. You hired a search consultant to ease your anxiety. So, take a look a my Four R’s to get some pointers on how to make the most of the relationship.
Organizations large and small benefit from the use of retained executive searches. Each nonprofit, and even each department within a nonprofit, has a unique set of leadership needs, and retained search is one way to plan an organization’s future. For the use of a retained search to be effective, it is important for clients to [...]
As a committee member or hiring manager bogged down in a seemingly-endless search process, it can be easy to forget that the numerous documents you receive and review from applicants actually represent individuals—professional colleagues who are eager to share their skills and experience with your organization. You are exhausted, having to fit additional tasks into your already packed schedule, filling the duties of the vacant position as well as your own. You want an employee in place as quickly as possible and are working hard to remain objective.
A recent survey found that 73% of nonprofit organizations have a formal policy to review executive compensation. As a human resources and management consultant to nonprofits, what I found striking about this statistic is that it means 27% of organizations do not have a formal policy.
What do John Thain (former Wall Street golden boy) and Toyota have in common? Both have known fame and fortune, and both found themselves in trouble when the wheel of fate turned. This week, Mr. Thain landed a fancy new job after a year of unemployment, and we await the unfolding of the Toyota story [...]
A critical differentiator between you and other equally qualified candidates competing for the same job is what people say about you. These days, employers are taking more time doing background checks on people because the risk of hiring someone “blind” is just too great. While criminal and credit screening may not be all that common, [...]
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