3 Ways to Keep Good Candidates ‘in the Boat’ During a Nonprofit Executive Search

If you’ve ever been involved in a nonprofit’s recruiting efforts for a key leadership or fundraising role, you know that attracting top talent is only half the battle. Equally important is keeping great candidates from “jumping ship” during the middle or end of the search process. This can lead to extreme disappointment at best – or restarting the search at worst.

Picture this scenario: Plans were confirmed, communications completed, and schedules were cleared in preparation for final interviews with three excellent candidates for the role of Executive Director of a well-respected nonprofit organization. Over the course of a couple of days, two of the three candidates withdrew from the search. They cited various reasons for their withdrawal including reluctance to relocate and other competing opportunities. As a result, the search was paused at a critical phase and an effort to regroup and proceed was initiated.

Despite everyone’s best efforts, occasionally circumstances occur that disrupt the search for an Executive Director or other key leadership position. Obviously, some situations are beyond anyone’s control. In those cases, we recommend stepping back, reassessing, and then doubling efforts to find the “ideal fit” for the role. One logical question to ask during the reassessment phase is: “What could we have done differently?”

Based on our experiences, here are a few tips on how to keep great candidates “in the boat” from start to finish to avoid any disruptions during a nonprofit executive search:

1. Communicate expectations clearly.
   It is critical to convey clear details about the role with active and potential candidates from the outset. Sharing written and verbal information about the organization along with its past, present, and anticipated future can help ensure top candidates are fully aware of the position into which they might be stepping. We have found that communicating duties, responsibilities, timelines, and compensation packages (salary, benefits, etc.) early in the search process can avoid misunderstandings between top candidates and the hiring committee at the end.

   Relocation expectations are especially important to define. Some nonprofits may be open to remote work, and others may not. Some organizations may have funds set aside for potential relocation assistance, and others do not. Since each situation is unique, it’s best to be clear about what is and is not possible to avoid any potential confusion that could cause candidates to withdraw during final employment negotiations.

   Further reading: Salary Transparency in a Nonprofit Executive Search

   Relocation Considerations for a Nonprofit Executive Search

2. Remember to “sell” the nonprofit as much as candidates are “selling” themselves.
   When people think about the process of hiring an Executive Director, CEO, or other senior-level staff member, they often picture candidates pulling out all the stops to show their suitability for the role. Certainly, that aspect remains alive and well in today’s hiring methods. Yet savvy Search Committees recognize that, in order to attract and retain the highest quality candidates, they need to actively demonstrate their organization’s strengths.

   One of the most effective methods for an organization to “sell itself” is to have each member of the Board of Directors or Search Committee fully engaged in the selection process. Each member should be able to deliver a clear “elevator speech” to the candidate on what the organization means to them personally and why they devote their time, money, and efforts to its mission. High caliber candidates are enthused by an active and passionate Board governed by best practices, and they are attracted to the potential of working with other talented nonprofit leaders within a dynamic, progressive environment.

   In the end, it’s important to remember that candidates are evaluating the nonprofit just as much as the nonprofit is evaluating them. This happens subtly as they start to learn about the organization and speak to others who may or may not be part of the hiring committee. Board and senior staff members should look carefully at how their nonprofit is marketed and regarded in the community, as well as how their values are demonstrated in the workplace. Allow time during the interview process to let candidates ask their own questions – and be ready to respond with transparency and excitement to help build interest from top candidates or address any of their concerns directly.

   Further reading: How Candidates Interview a Nonprofit

   Don’t Let the Big One Get Away: Keep Your Nonprofit Executive Search on Track

3. Be aware of “game-playing”.
   Although it’s rare, occasionally a candidate might say what the Search Committee wants to hear in order to solicit an offer of employment. Then at the last minute, he or she might interject demands or concessions such as a higher salary, remote working, or other perks of the job. This can be incredibly frustrating for all involved.

   There’s no magic defense to protect the organization from unscrupulous candidates. However, communicating clear expectations and details about the role – and then seeking affirmations from the candidates to confirm they clearly understand the expectations – can help deter later “game-playing”. Sometimes the situation can be avoided, but not always.

   Further reading: Why Do Candidates Withdraw from a Nonprofit Executive Search?

Partnering with a professional search firm can help safeguard against unexpected surprises. If unavoidable setbacks do occur, an experienced recruiter knows what steps must be taken to keep the process moving forward with remaining or new candidates who are also qualified for the position. Benefitting from the collective wisdom of a seasoned search firm can play a significant role in the positive outcome of your search.

At The Moran Company, all our senior search consultants have excelled in nonprofit leadership roles for decades prior to joining our firm. As a result, we have accumulated valuable experience that can help a Board of Directors or Search Committee identify top candidates who thoroughly understand the position for which they are applying. We pride ourselves on guiding your nonprofit through our customized search process from start to finish, and best of all, our results are guaranteed. Contact us for a free 30-minute consultation to learn how we can help.

By Jon Rosell, Ph.D.
Senior Search Consultant
The Moran Company
“We Find Great Nonprofit Leaders”