Question:  We are running an Executive Director search for a small ($2M budget) non-profit in the tri-state New York area.  We are not in a position to run a full-blown executive search at this time.

What kinds of skills should we emphasize in our position description?  How do we get the word out?

Answer:

Summary of Search Options

To be sure, when you are running a senior-level national search, no approach comes close to a full-cycle, retained search firm in terms of identifying quality candidates whose background, credentials and expertise satisfy the most rigorous standards.  With a retained search, you are paying for detailed organizational analysis, industry knowledge, research, key contacts and numerous phone and in-person meetings to identify the person who stands heads and shoulders above everyone else in vision, sense of timing, staff development/ deployment and resource generation/financial management aptitude.  This is a tall order best handled by experts in the field.

But, for smaller organizations, budget considerations frequently override the desire and ability to engage at the national level.  For example, typically, a retained search requires a fee payment usually ranging between 20% and 33% of the annual compensation of the hire including salary and bonuses.  Given that many Executive Directors earn between $125K and $250K, this means upper-end fees would range between $41,250 and $82,500. However, there are creative ways to identify, manage and groom talent without running up a $50K tab, and flexibility is the key to defining approaches that will work for your organization.

To such an end, this past year at ExecSearches.com, we have had requests for a variety of search-related tasks to reduce traditional fees. This has included item billing of key search functions such as candidate identification and phone screening/interviewing or referencing. Such billing is calculated either on an hourly or on a project basis. Often, we have also worked alongside in-house staff to create durable models that will outlive the ongoing search. At other organizations, systems are in place to pay referral fees for qualified candidates. By paying directly for specialized search functions, organizations can save money.

I also encourage organizations to develop a pipeline-approach to recruitment.  That is, even when there is no urgent need, keep the pipeline open for highly skilled candidates to meet the organization and to be reviewed by senior managers.

Position Description Content

In your position description, be sure to stress the following qualities:

• Ability to work easily with a Board;
• Ability to manage expectations of self and others in the context of meeting specific goals in the short and long terms;
• Solid financial management and budgeting skills including the ability to prioritize and make tough choices;
• Willingness for and competence at hiring, mentoring, developing and evaluating staff;
• Public relations, outreach and communication skills including the ability to interpret the mission so it has relevance for sponsors and the community at large;
• Passion for the mission and vision of the organization, and
• Personal integrity, accountability and impeccable ethics.

Getting the Word Out

Your marketing/advertising strategies should include:

• Development of a winning Position Description reflecting the organization’s operating priorities, vision and mission;
• Postings to local and regional job boards, newspapers, journals and listservs;
• Word-of-mouth referrals and use of your Board of Directors’ networks;
• LinkedIn and Facebook networking where applicable, and
• Forwarding the Position Description to related associations/organizations/groups with a shared interest in a common mission.

I wish you the best of luck in your search.  If you change your mind, we are here to help you on your way.

Contact Karen Alphonse at Karena@execSearches.com or visit ExecSearches.com for more information about our career coaching services.

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Last updated on November 10th, 2017 at 09:20 pm