by Floyd Rumohr
Marla Cornelius, Senior Project Director at CompassPoint, a nonprofit consulting firm, said in a New York Times piece that “There’s no such thing as a period of time when you’re not challenged by staff issues as the leader of a nonprofit. And since many nonprofits don’t have a dedicated human resources staff person, managing personnel just sucks you in and takes over your life.”
This series of blog articles is intended to mitigate the life-dominating forces of the hiring process and build the human resource capacity of small and midsize nonprofits through the following topics, most of which have at least one accompanying video:
- Hiring Process Stages: six stages of the hiring process used during a national search for a director of development are described.
- Purpose of Interviews: asking questions of candidates is a necessary part of the process. This is a brief reminder about the role interviews play for those new to hiring.
- The Hiring Manager: a position description is provided for the responsibilities and role into which many nonprofit leaders and managers are plunged.
- High Inquiry Interview Questions: get candidates thinking deeply instead of responding with memorized responses to anticipated questions.
- Focusing Questions: learn how to focus questions to get the information you need in 1) skills and experience, and 2) working style and organizational compatibility.
- Multiple Perspectives: avoid common hiring mistakes by engaging different perspectives in the interview process.
- Evaluating Candidate Responses: fairly evaluate and capture candidate responses by examining the scoring and grading systems used in a national search for a director of development.
- Onboarding: what is it? why do it? what are its benefits?
Next up: hiring process stages.
References and recommended reading:
- “Philanthropists Start Requiring Management Courses to Keep Nonprofits Productive” by Stephanie Strom, New York Times, July 29, 2011.