Why Do Candidates Withdraw During a Nonprofit Executive Search?

At The Moran Company, we’ve conducted nearly 250 nonprofit executive searches for key leaders and fundraising staff, so we’ve seen a lot of scenarios unfold while recruiting. Unfortunately, sometimes candidates withdraw from the search process. Even if it’s for the best, this can be disappointing to a search committee and in some cases can derail the entire search process or delay the hiring outcome.

Sometimes, an organization has already experienced this disappointment through their own recruiting efforts. Our firm often is retained to restart a search from scratch after a nonprofit’s top candidate has declined an offer or withdrawn from a search. There are times that this unfortunate situation can’t be avoided, but there are also times when it can.

Here are some reasons why your candidate may withdraw from your search, as well as a few things to consider before your search begins, to minimize the chances of losing top talent.

1. Great Candidate, Multiple Offers.
   In today’s tight labor market, great candidates have multiple options. It’s important to stay in regular communication with candidates to keep them apprised of the search timeline and do your best to stick to it. Learning more about the candidate’s job search and timeline will be helpful, too. At The Moran Company, we maintain communication with candidates to ensure they remain interested and available. Flexibility in the process can be important in order to keep the best candidates interested. We’ve seen top candidates accept competing offers due to search committee delays. Read more: Don’t Let the Big One Get Away: Keep Your Nonprofit Executive Search Process on Track.

2. They’re Just Kicking the Tires.
   Sometimes it seems that candidates apply for a position just to see if they are still marketable, or to see what else is out there. It can be difficult to tell from a resume and cover letter, or even an initial conversation, whether a candidate is serious about making a move. At The Moran Company, this is a major consideration and line of questioning when we meet candidates and throughout our screening process. Before we present them to our client, we want to be sure they are serious about making a career move and about the new role. It’s important to determine their true interest as early as possible. Don’t assume that because someone applies, they want the job. Read more: Beyond the Resume.

3. Something You Said Changed Their Mind.
   It’s important to remember that interviews are a two-way street – candidates are listening to what you say – and what you don’t say – and taking your communications into account as they consider the role. In contrast to the “tire kickers” mentioned earlier, there are strong candidates who like the organization and the role on paper but get turned off by what they experience during the interview. This is why a leadership search is a great time for the search committee – and the full board – to consider how they communicate the mission and work – and even the challenges – of an organization. We have found that good candidates are not scared away by challenges, as long as they are informed about them. Take the time to think about how you will present the organization to your candidates. Read more: How Candidates Interview a Nonprofit.

4. Salary Range Doesn’t Match.
   Everyone has a budget, and candidates have expectations about compensation based on their expectations about the job, their previous work experience, and their household needs. It’s important to be transparent about the salary range for the position so you don’t encounter any surprises late in the search process. At The Moran Company, we work with our clients early in the search to look at salary comparables for similar organizations based on size, sector and region. Then our clients can be sure the package being offered is attractive and in step with expectations, and that the compensation package our clients are able to offer is a match for the skills and attributes that the job requires. Read more: Salary Transparency in a Nonprofit Executive Search.

Even when considering all of these possibilities, the bottom line is that candidates sometimes withdraw from a search. Having a strong pool of talented applicants will help keep the search moving, even during unexpected situations. Working with an executive search firm like The Moran Company can help attract a rich field of candidates and keep your search on time and on track. Read more about how to avoid pitfalls in one of our previous articles: 5 Traps That Can Derail a Nonprofit Search for an Executive Director. If we can assist your nonprofit with its hiring goals, contact us today to learn more about our nonprofit executive search services for leadership and fundraising positions nationwide.

By Mary Ontko, M.P.A.
Senior Vice President & COO
The Moran Company
“We Find Great Nonprofit Leaders”