Nonprofit Executive Recruiting – 9 Ways to Attract the Best Nonprofit Leadership

by William J. Moran, J.D., M.S.Ed.

At the same time that a nonprofit organization is interviewing executive leadership, the good candidates are interviewing the organization.  Here are nine things a nonprofit organization can do during its search to recruit top executive leadership.

1. Be responsive to the candidate’s questions and inquiries. At an early stage in the search process, everything the nonprofit organization does, or does not do, will convey meaning to the candidate.  Be professional and responsive.  The candidate is watching you.
   
   
2. Pay market or above market salary. This is easy to say but may be hard to do.  Be aware that the salary does make a difference in the caliber of candidates that you will attract.
   
   
3. Convey to candidates that they will be supported in the position.  If the candidate gets the feeling s/he will not have the support s/he needs for success, a good candidate will back out and you will only be left with those who either do not care or have limited career choices.
   
   
4. Have people who understand the position interview the candidate. For example if it is a fundraising position, have staff who understand fundraising help interview.  This would seem self-evident but often it is not.  An HR person and CEO might interview fundraising candidates without a real understanding of the fundraising process.  Interview questions will reflect this lack of understanding.  This is a turnoff to experienced fundraising candidates.
   
   
5. Have the nonprofit organization’s CEO or Board meet the top candidates.  Bring out the “big guns.” Have the CEO or board members meet the top candidates.  Show interest in them, everyone loves to be “romanced.”
   
   
6. Confirm financial stability.  Provide the candidate evidence of strong revenue streams (fundraising history, grants, contractual revenue, etc.).  Good candidates will back off if they get the sense that finances are shaky.
   
   
7. Show stability in employment.  Low turnover and long-time employees are a good sign to a candidate.
   
   
8. Have a strong, involved volunteer board.  Provide the board list to the candidates.  A strong board conveys that governance is in good hands.  Also, it demonstrates that the nonprofit has solid ties to the community and its resources.  It is a sign of a strong nonprofit.
   
   
9. Show off other capable staff.  Introduce the candidate to other strong staff members.  Impress him or her with other members of the team.

Perhaps the above is best summarized by the fact that candidates are looking to join a “winning team.”  If a nonprofit keeps that in mind during its executive search, it will attract the best staff.

Bill Moran, The Moran Company, specializes in nonprofit executive searches for fundraising staff and executive directors.

© 2012 The Moran Company
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