Tuesday, June 5, 2012

Searching for a Key Employee - The 7 No No's - by Hildy Gottlieb



The search for a key employee is the single most critical decision your organization can make. And if you are like most nonprofit organizations, your board and/or Executive Director will probably decide to take on this task themselves. Most people figure that because they've been in business (or been an executive in a nonprofit) that they know how to hire. But if you ask, they'll tell you war stories - bad hires, bad interviews, horrible candidates.

With the success of your organization hinging on this decision, there are steps you can take (and, more importantly, steps to avoid) to increase the chances of getting the very best candidate for the job.

1 - Don't start with the job description; start with your organization's long-term goals

2 - Don't look for qualifications; look for qualities

3 - Don't place a boring ad; advertise to sell

4 - Don't rank resumes; sort by Yes or No

5 - Don't go straight from Resume to Interview; get more information

6 - Don't interview if you don't know how; Get outside help and know what you're looking for

7 - Don't settle for references that can't verify facts; get the
information you need

>>Read the full article.

1 comment:

Jessica Stephenson said...

I agree with going beyond just the job description and using the organization's long term goals. I advocate putting thought into developing a job success factors document for each open position so that, in addition to the essential duties, the candidate has a reference that illustrates what it will look like for the candidate to be thriving...for example, six months into the job. Also, utilizing applicant tracking software technology in the hiring process can easily automate the employer's ability to collect more objective information about applicants earlier in the process - as mentioned in point number five about not going straight from the resume to the interview.