If you’re recruiting for a not-for-profit organisation, you not only need to assess candidates with suitable qualifications and experience, but also for soft skills and cultural fit (or “cultural add”)! Here’s what to look out for.
The people in your not-for-profit organisation are the ones who will help you achieve your goals, which is why it’s so important to attract and retain the best.
As Elizabeth Chung explains, “These are the people who will increase your organisation’s funds, build relationships with donors, and keep your operations running smoothly. While you have to look for people with the right skills and experience, there are a few overarching traits that can help you identify the right fit for your team. Here are five key characteristics to look for when making a nonprofit new hire.”
Passion for your cause
Do they care about your cause? Your candidates don’t necessarily need extensive experience in the not-for-profit sector. In fact, their passion and desire to make a difference can well and truly make up for this lack.
“It fuels the time and energy they invest in their tasks and on your mission. In many cases, passion inspires excellence. One way to gauge someone’s interest in your cause is to ask them about their future aspirations. What are their career goals for the next five years? Are they interested in future endeavours in the same or related field?”
To ensure they are worth the investment, look for candidates with the desire to grow in your organisation. Their passion may shape your culture for the better.
Strong communication skills
Excellent communications are generally a must in most roles, but in particular for customer-facing positions. These people are responsible for building relationships and selling your mission, both in person and in writing, so having the verbal and written communication skills to match is a must.
“Excellent communication skills are important even for roles that don’t directly deal with constituents. To start, every staffer is a representative for your brand, so each person should be able to articulate your mission effectively whether they’re speaking to a donor or their next-door neighbour. And if they’ll be working with your accounting or web design departments, they should be able to present and explain their points clearly to the rest of the organisation.
“Ask interviewees an open-ended question to see how they interacted with customers or donors in the past. Something like, “Can you tell me about how you engaged with customers in your last role?” can give you an idea of how they deal with constituents or provide customer service. You might even role-play a scenario where you are a potential donor, and they must give you an off-the-cuff elevator pitch about your mission.”
Humility
In your not-for-profit organisation, your people may need to step into different roles when required. So seek candidates with a positive attitude, who are willing to be flexible, and have the humility to take on all tasks, large and small.
“These are the people that end up rising to the top because they are a) indispensable and b) have the largest range of skills, which is invaluable at a nonprofit that doesn’t have the funds to hire another person.
“When interviewing your candidate, mention the different tasks that would be expected from the position, including the less glamorous ones. Check their response to gauge whether they would be open and willing to lend a hand wherever necessary.”
Motivation and resourcefulness
Look for candidates who are self-motivated to get things done. People who take initiative, go the extra mile, and have the creativity and resourcefulness to identify and put into action strategic solutions will drive your organisation’s success. You may even find candidates with the skills to make things happen through their own networks!
“Ask the candidate to share about how they handled projects and assignments in their last position. You can also ask, ‘Can you tell me about a time when an assignment was difficult for you, and how did you resolve the issue?’”
Flexibility
Things undeniably change in not-for-profit, whether it be: changes to legislation, funding cuts, focus changes, or other unexpected events. Your people may need to redirect their focus, pick up the slack, take on new responsibilities, launch new initiatives, or support other team members.
“How would your candidate deal with readjusting expectations? Is this something that would dishearten them and throw them off? If so, working at a social impact organisation might not be a good fit. The ability to adapt your plans and projects to unexpected situations is key to moving your mission forward.
“Employees should also be able to keep up with the new ways donors want to engage with organisations. Effective nonprofit professionals are open to rolling with the times and innovating new strategies to reach supporters.”
In addition to these soft skills, a general sense of optimism is an added bonus.
“There will be times when donors won’t give, a campaign ends just shy of its goal, or your organisation has to shift its strategy unexpectedly. A staffer who can keep their chin up and a sense of humour during these times can do wonders for team morale.”
Your staff is the engine behind your social impact organisation. A dedicated, all-star team will help drive your mission and success to new heights. When making your next hire, look to these traits to ensure your candidate is the right fit for your team.
Source
5 traits to look for in a nonprofit new hire
Elizabeth Chung
Classy