Challenging Assumptions During a Nonprofit Executive Search

Oh, the assumptions we make! It has been a while since I last read my daughter the wonderful book, “Oh the Places You Go.” It is one of my favorites and constantly reminds me to look at things in new ways and enjoy the unexpected. One of the keys to a successful nonprofit executive search is to be creative in looking for potential candidates – and to challenge any assumptions about applicants who might end up bringing unexpected talents to the table.

The Moran Company has been helping nonprofits secure leadership for over 25 years. We have developed a library of resources to assist organizations in the search process. And with years of experience, a comprehensive strategy for successful searches has been developed. But we have also learned that searches also require an ability to see things from a different perspective.

For example, a search for a development director can seem pretty straightforward. There are quite a few articles on the qualities of a successful fundraiser. It is reasonable to look for a track record of success based on the amount of funds that have been raised. This is an important metric, but it is not all that should be considered. Assumptions can inhibit creativity and limit the consideration of potential candidates.

Our team has found that learning how a candidate has built growing and lasting relationships may be an even more important metric. By looking at this skill, we can open the search to people who might not otherwise have been considered. A thorough interview and evaluation process still follows to determine best fit, but traditional assumptions don’t always need to restrict the candidate pool early in the application process if experienced recruiters like ours can use their background and creativity to recognize the potential of tomorrow’s top talent.

Similarly, in a nonprofit search, there is often the assumption that the ideal candidate must come from the nonprofit world. Yet that assumption can exclude people who have very good transferable skills and who might be uniquely motivated to move into the nonprofit space. Our experience allows us to assess this. Read more in our articles, “Making a Switch from For-Profit to Non-Profit – Q&A with Candidates” and “Sector Switch: 5 Tips for Transitioning from Corporate Executive to Nonprofit Leader.”

There is also the assumption that the best candidate will look like the previous holder of the job or have the same specific set of educational or clinical experiences in order to be successful, which isn’t necessarily true and can limit traditionally underrepresented candidates from being contenders. Creativity and a fresh perspective can be great opportunities for an organization to expand its existing talent pool and overall diversity. The Moran Company strives to explore candidates from a wide range of experiences and places in life. It is an important part of our service and a core value of our team.

A few years ago, my wife and two children were having coffee and a pastry in a lovely cafe in Paris. My Spanish/Mexican wife and stepson were alternating between speaking Spanish and French to the server. My very blond daughter and I were sort of left out with our English conversation. So I decided to challenge the assumption of the server a bit. I asked him if he could guess which one of us was NOT born in the U.S. He pointed to my wife – wrong. She was actually born in Chicago. Then he looked at my stepson – wrong. He was born in Kansas. So I pointed out that my daughter was born in Hong Kong and was the only non-U.S. born person in our family.

At The Moran Company, we build relationships with potential candidates from a variety of backgrounds as we get to know them and assess their talent and potential. We encourage organizations to challenge any assumptions and keep an open mind when recruiting to determine the true skills and fit of each individual. If your nonprofit could use assistance with its next search, please contact us and learn how our experienced recruiters can help.

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