While large corporations are lucky enough to have an entire human resources team dedicated to acquiring superstar employees, many charities and non-profit organizations are left to rely on the collective (and sometimes untrained) knowledge of the current board members.
Fortunately there are a number of great resources, both on the internet and at your local library, that assist organizations in launching a great hiring campaign - including Charity Executive! If you find yourself on the search for your next shining star, here are 5 great tips to ensure your best results:
1. Write a great (and accurate) job description
As executives ourselves, we see hundreds of job descriptions and postings that look like they were thrown together in a matter of minutes. While it's true that vague job postings ultimately mean more applications, it also means more wasted time spent weeding out the unsuitable candidates. Pay close attention to the details of the job description and related duties, especially if recycling a job posting that was used a few years prior. Don't be afraid to review the job description with the employee that is leaving, and ask for their insight on how the position might have changed.
2. Get that posting up!
This point is especially important if the position you are filling is a replacement for another employee. Regardless of the reason for the vacancy (extended vacation, maternity leave or just moving on to a better opportunity), executives should aim for at least 1 week of overlap between the current employee, and the one who will be taking their place. The sooner management begins reviewing applications, the sooner a suitable candidate can be chosen (and new hires will appreciate the overlap more than you'll know).
3. Use various media outlets to spread the word
In our social media driven world, it would be silly to just place your job posting ads in the newspaper. With so many ways to connect with potential employees, we encourage executives to reach out using many different media outlets. Twitter & Facebook are great ways to share upcoming job opportunities with an audience that already knows what you are all about. LinkedIn emails prospective candidates to let them know of jobs they may be interested in, and Craigslist & Kijiji are great free ways to list your open positions.
4. Consider hiring a co-op student, intern or recent university graduate
If your looking for a shining star employee for a relatively entry level position, consider contacting your location university or private post secondary institution for any student recommendations they may have. Individuals that excel within their academic career are often just as dedicated to their post-academic career as well, and will most likely 'hit the ground running' for your organization. You may need to spend a bit more time training on them on certain industry specifics, but their dedication to good work is worth it.
5. Discuss corporate culture during the interview process
We hear countless tales of executives who hired the "perfect" candidate, only to find out months later that they couldn't have been further from the truth. While skills, knowledge and previous experience are crucial to hiring the right employee, so is the mesh between their personality and your corporate culture. If you work within an industry that requires a specific religious belief (such as Christian or Judaism), particular lifestyle choice (such as being vegan because of animal cruelty issues) or health & wellness solutions (such as Chiropractic treatment instead of vaccinations), you must clearly communicate this during the hiring process. Remember, the hiring process is a time for both the employer and the potential employee to determine if they would be a good fit for each other; by taking time to explain your corporate culture and workplace expectations, it allows applicants the opportunity to decide if your workplace is the place for them!
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