Are You Ready for a Nonprofit Executive Search?

When a nonprofit and a search firm are considering working together, each side must do some due diligence. I used to be on a large panel for a retirement financial service provider. Every few months I was asked to complete an online session to offer feedback on future financial services. As part of my participation, I would be asked to give my ranking of various marketing phrases they were considering. It was like being at the eye doctor’s office – which is better, A or B? Option 1 or 2? Most of the time I really couldn’t tell the difference. But in a nonprofit search, there are key differences to consider when striving for the best partnership and hiring results.

For the Search Firm – It’s important to evaluate the recruiting process and success of the search firm. At The Moran Company, we have partnered with hundreds of nonprofits nationwide to recruit key leadership and fundraising positions. In addition, we have learned from our searches what it takes to ensure a successful leadership transition.

For the Nonprofit – It is equally important to evaluate the organization’s readiness for the search. We have found this to be a key factor in ensuring a positive hiring outcome and a smooth leadership transition.

Here are a few questions a nonprofit can consider before launching a search:

1. Are we ready for the new position?
   This may seem obvious because the Executive Director or other key staff member is preparing to leave. So of course, someone new is needed to fill their critical role. But do you know why the staff is leaving? Are there any issues or problems that need to be examined first to improve future retention and avoid recurring turnover? Has an exit interview occurred with the departing staff member? Look beyond “what” is occurring and become curious about the “why”. Burnout can be common in the nonprofit sector, but it is preventable. Read more: How the Board of Directors Can Help Prevent Nonprofit Executive Director Burnout and 5 Ways to Keep a Development Director for Your Nonprofit.
2. Can we afford the new position?
   Are your finances in a position that can be communicated accurately and clearly? Have there been any issues? What is the overall cash position of the organization? Is the current budget sustainable? Good candidates will be asking these questions, too. If the nonprofit is considering partnering with a professional search firm, be sure to consider those costs – and how hiring the right leader can save the organization money and generate additional resources in the future. Read more: How Is Salary Range Determined, Budgeting for Nonprofit Executive Recruitment, and Four Ways to Fund a Nonprofit Executive Search.
   
3. Is now the right time for the new position?
   Do you anticipate changes to your programs and/or staffing structure in the near future? Are board and staff members aligned in their vision for the organization? Preparing for a search can be a great time to dust off your strategic plan and affirm where your nonprofit currently is and where it wants to be. Read more: 3 Questions a Nonprofit Board Should Ask In an Executive Search.
4. Are you ready to communicate with candidates about your organization?
   After answering these questions, the next step is to explore your readiness to communicate yourself to a potential new hire. Just as the nonprofit evaluates applicants, quality candidates are evaluating the organization to see if it is the right fit for them. Three areas that are often explored include: Management, Finance, and Mission. If there are challenges in any of these areas, a nonprofit may need time to address these or at least prepare to discuss them with quality candidates before starting a new search. We find that most talented leaders are not scared of challenges but rather motivated by them. Encouraged by transparency and trust, they often have a desire to help troubleshoot or identify solutions to existing problems if a nonprofit’s issues are shared with them in advance. Sometimes space is allotted for these deeper conversations during final interviews, for example. Read more: How Candidates Interview a Nonprofit.
5. Is an Interim leader needed?
   A short-term Interim can offer additional breathing room if more time is needed to clarify concerns. He or she can help prepare the organization for a successful search. Having a seasoned professional serve in this type of temporary leadership position can be beneficial if tough decisions need to be made quickly. Read more: Do You Need an Interim Executive Director? and Who Should Serve as Interim Executive Director?

The Moran Company can help you consider what steps can be taken to ensure the success of your upcoming search. Contact us today for a free 30-minute consultation. We are honored to serve as a resource and guide to nonprofits at all stages that are seeking to make a critical hire.

By John Gravley, D.Min.
Senior Search Consultant
The Moran Company
“We Find Great Nonprofit Leaders”