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| The Nonprofit Search Process |
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Although each and every executive search assignment will be customized to the client’s unique
situation, we have developed a “best practices” approach to providing nonprofit clients with the
executive search assistance that they need.
The typical steps involved in a nonprofit executive search are outlined below.
Develop a Position Specification
We find it helpful to develop a broad understanding of the expectations of all stakeholders
in the search process. This could involve a number of in-person and phone interviews with key
constituents – for example, members of the Board, key staff, major funders and/or others as appropriate.
Based on information gathered in these meetings and any existing list of candidate qualifications, we
will draft a comprehensive position specification that represents the current and future leadership
needs of the organization. The position specification will describe the role, title, reporting
relationships, education, and experience required to meet the agreed upon performance criteria.
The informational meetings and finalized job description will guide us in developing the search
strategy and recruiting potential candidates.
Identify Qualified Candidates
We will identify qualified potential candidates through our sources and candidate files, new research,
and through conversations with individuals in the industry. Original research and a very targeted
recruiting strategy are essential to finding professionals with the appropriate mix of qualifications,
motivation, compensation level, and interest.
Very early in the search process, we provide clients with the Market Analysis, which includes a summary
of potential candidates identified and notes on every contact made to date. This allows us to report
our progress early on, inform the client of feedback we are receiving from the field, and receive
feedback from the client on the preliminary candidates’ qualifications.
Interview and Present Qualified Candidates
We personally interview and evaluate all potential candidates. Based on interviews and preliminary
references, we determine a short list of candidates to recommend for client interviews. We then
assist the client in arranging personal interviews with each candidate and will help facilitate the
decision-making process. In addition, we solicit feedback from each candidate to elicit further
questions. All candidates are treated equally and all (whether internal or recruited candidates)
participate in the same process.
Conduct Reference Checks
It is our practice to speak directly with individuals who are, or have been, in a position to
evaluate the candidate's performance on the job. We rely upon information provided to us by those
individuals. We also conduct background checks, including the verification of educational backgrounds.
Attract The Preferred Candidate
We work closely with the client to structure a compensation package that conforms to market standards
and provides substantial incentives for the preferred candidate to accept the position. With our
extensive experience in nonprofit compensation, we also regularly assist in negotiations.
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