Tuesday, April 9, 2013

12 Ways To Enhance Nonprofit Hiring

Appearances can be deceiving when it comes to hiring for your nonprofit. You should stop hiring based on so-called "gut decisions" and do a thorough investigation of the candidate before handing out that job offer.

In their book "Being Buddha at Work," Franz Metcalf and B.J. Gallagher lamented that some hiring managers don't pay enough attention to the finer details of a candidate's application. This includes his work history, ability to learn and grow, and ability to work well with others. The two authors wrote that, if an organization is to enhance their hiring process, they need to investigate those details plus these 12 additional techniques:
  • Don’t limit your search to obvious candidates.
  • Be clear about what is required in the job.
  • Consider what it takes to be successful in your particular organization and/or department.
  • Involve many people in the interview process so you get multiple perspectives.
  • Ask behavioral questions. The best predictor of future performance is past performance.
  • Don't use hypothetical questions.
  • Don't be in a hurry to hire. Haste in the beginning can be costly later.
  • Use job tests when you can, whether it's a typing test, a computer simulation, or a roleplaying scenario.
  • Be sure to consider the candidate's future potential.
  • Be honest with the candidate about the nature of the job as well as future growth potential.
  • Look especially careful at someone who interviews well or tries to get away with glib answers to questions. This individual may be good at interviewing, but make sure he/she has other skills to back up those interviewing skills.

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