Nonprofit Executive Search – 10 Steps to Make It Successful

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

1.  Prepare a position statement or job description that lists the critical attributes necessary for the open position.  Make sure that key decision-makers of the nonprofit have reviewed and approved this written statement.

2. Post the position.  Post the position on websites where potential candidates might visit.

• Local and regional nonprofit job sites
• National and local chapters of associations that encompass the position (ex., for fundraising/development positions,  the Association of Fundraising Professionals national site and its local chapters)

3. Identify and recruit passive candidates.  Contact the following:

• Current staff of the nonprofit
• Staff at other agencies who excel in the open position
• CEO/executive directors of other organizations
• Other constituents (board members, beneficiaries of your services, other stakeholders such as charitable foundations)

Ask them if they know individuals who might be good candidates.

4. Review Resumes.  Look for:

• Skills and experience listed in job description
• Length of prior service with each employer
• Increasing responsibility with the same employer

5. Conduct Screening interviews.  Take the time to schedule preliminary 30 minute interviews with the top 10 candidates (depending on the number of applicants).  You will learn much more face-to-face than by examining resumes.

6. Make sure that the interviewer has a background in the open position.  For example, someone with a development/fundraising background should interview fundraising candidates because s/he knows what to look for in a fundraising candidate.

7. The Interview itself.  Look for a record of productivity.  Focus on behavior questions.  Ask for specific examples that cover the critical attributes necessary for the position.  For instance, if it is a development position, ask for examples of how h/she closed their largest major gifts.

8. Informal reference checking.  Often the CEO, staff, Board or others will know individuals who have familiarity with the candidate.  Contact those people and ask them about the individual.  You can save much heartache by screening candidates who interview well and have impressive credentials but are not productive.

9. Do an online background check.  Hire someone to do a google and social media background search on the candidates.  The purpose is to look for “red flags” that might show up online.

10. Exhibit goodwill to all.  Show enthusiasm for the successful candidate and respect for the unsuccessful candidates.  Take the time to thank those who helped with the interview process and the unsuccessful candidates.  Let everyone see that your nonprofit organization is a “class act.”

Some of the above steps require you to “go the extra mile.”  Is a “great hire” worth the effort?  You decide.

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© 2012 The Moran Company, “We find great nonprofit executives.” We specialize in searches for nonprofit executive directors, directors of development/fundraising staff, and other top nonprofit leadership. www.morancompany.com