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Conducting a search for new talent is a cumbersome task. Trying to decide whether or not to involve a recruiter is another important, if not intimidating, aspect of the process.

In my previous post, I outlined two specific areas of consideration with regard to determining the need and function of a recruiter for your position search: Defining the Opportunity and The Scope of Your Search. In this second of a three-part series, my focus is with regard to the talent you seek – defining the characteristics of an ideal candidate and then figuring out how to attract them.

Identifying Talent

Once you align the roles to your mission in a critical, concrete way, you need to describe the kind of professional who can take on the challenges/goals you have outlined.

At this point, you may decide you do not need to take on a full-blown search.  It may become evident that there is talent operating within your organization ready, willing and able to take on the challenge. Of course, the flip side is that it’s clear you need to conduct a search. Ask yourself:

• Is your preferred candidate already working at your organization?  If so, have you approached that person to discover his/her level of interest in receiving a promotion or in taking on a new, lateral role?
• If you want to search outside, is there anyone known to you who would be a great fit? If so, have you reached out to that person? What was the initial response? How did you present the opportunity?
• If you do not know of a particular professional, with what organizations do you regularly partner or admire within your niche? Is there a likely candidate in the “mix” there?
• Do your board members have networks into which you can tap to identify emerging or actual leaders of the caliber you seek?  Would leadership from one of those networks be attractive?

Recruiting Talent

As you reach out to prospects, it is useful to understand how candidates think about their careers.  The better your advance analysis of what you need, the more successful you will be at targeting candidates and presenting the opportunity in clear, compelling ways.   Here are some topics to consider before you reach out:

• What makes your mission compelling in 2012?  What statistics do you have to give them credibility?
• What are the long and short term goals of your organization?  How do they relate directly to your mission?
• Is your organization truly “ready” to receive leadership/guidance/change? If not, identify the steps needed (internally) to move ahead. Build these into your search timetable.
• What is your organization’s reputation within your industry/sector?   Which aspects of your brand will help your recruitment efforts?   Are there perceptions that need to change to support your growth and hiring strategies?
• What kind of compensation are you willing to offer?  How does it compare with competitor salaries and the general range in your industry in your region? These considerations together will have a direct impact on the quality of candidates you attract.
• What phase of professional would be ideal?  Do you seek a very experienced professional, or would someone with the right credentials and experience at a more junior phase work well?  What does the salary you are offering say about the phase of experience you seek?  Does the salary attract the level of professional you would like?

It is important to identify just what you are wanting in terms of talent well before meeting candidates. Having that groundwork will not only give you objective standards by which to make a hiring decision, but, long before a meeting, they will also point you in the right direction when discussing your search needs with a potential recruiter.

In my final installment of this series, we’ll get down to business with regard to setting up the search process and working with a recruiter.

Karen Alphonse and ExecSearches provides various recruitment and executive search services for nonprofits.

ExecSearches.com is a job board for nonprofit job seekers interested in fundraising, management and executive nonprofit jobs.

(image source)

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Last updated on September 18th, 2012 at 05:31 pm

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