Welcome to our August ezine for nonprofit employers and consultants. We hope you find the content in this month's ezine interesting and informative.
First, we are very excited to announce that Angelica Oberleithner has joined the Durham's Partnership for Children as its new Assistant Director. Congratulations, Angelica! We know you will do a great job.
We have also recently announced our latest search with the American Lung Association of the Atlantic Coast. As always, we encourage you to take a moment to view this and all our other searches, listed below, with links to their detailed position profiles. Be sure to contact us if you can recommend any exceptional candidates. We'd love to hear from you!
Last but certainly not least, we hope you enjoy this month's article, offering several suggestions to fix a problem we've come across frequently - how to keep a newly hired executive after you've announced his or her acceptance onto your staff.
Have a wonderful day!
President, Capability Company
American Lung Association of the Atlantic Coast
Rural Advancement Foundation International - USA
Best Friends Animal Society
Custom Development Solutions
Word Count: 521
Approximate Reading Time: 5 Minutes
Sealing the Deal
by Laura Gemme
What do you do when your organization handles an executive search internally, hires someone you're excited about, and then the clincher...at the last minute, the candidate walks away to accept another position, just as you've made a proud announcement about the newest member of your executive team (at worst, your new Executive Director)?
That's just what happened to several of our clients recently. They came to us in a rush to find someone new, and were clearly frustrated by their experience. So what can you do, when you're ready to hire, to have confidence your new executive will actually stay on board? Here are some "behind-the-scenes" strategies we use to ensure a successful take-off with your new executive.
- Listen carefully to what each candidate says, watch their reactions and body language. When you discuss salary and benefits, does the candidate seem pleased, or is s/he accepting a package that they view as a compromise? Make sure you're all on the same page and that your new hire is truly pleased with the final agreement.
- Ask about other opportunities the candidate is considering. Without asking for details, find out if the candidate is seriously considering other positions. Perhaps they haven't heard back about a position they are very excited about, so they accept yours, and then the other offer comes through. Having a hint about this beforehand can be helpful. You may need to sweeten the deal, or tout opportunities for career advancement or prestige, or use some creative thinking to capture their full attention in a way that inspires more excitement about your opportunity.
- Pay attention to clues in how the candidate responds to your organization's challenges. Every organization, especially during an executive transition, has challenges and obstacles. Perhaps the organization has some board members who don't agree about certain recent decisions, or the staff isn't too hip about changes that are taking place. Make sure, in your discussions, that you pay close attention to how your new candidate responds to those challenges. Ask questions about how s/he would handle specific situations. And listen to your instincts. Many of our clients, after their new hire backed out, say it didn't completely surprise them. They can often guess why the candidate changed their decision at the last minute.
- Get it in writing...seal the deal. The most important thing you can do is to insist that your new hire sign a contract for employment, and include a specific start date. Of course s/he may still walk away to pursue another opportunity, but chances are in your favor. Signing an employment agreement is a clear indication that your new hire is serious about working with your organization.
Most search firms offer some sort of placement guarantee, so they put in extra effort to ensure a solid hire each time. Your organization has a great deal to lose if it loses steam during the hiring process. So tip the scales in your favor when hiring your next new executive...listen carefully to your candidates (and your own instincts!), ask pertinent questions, and then seal the deal...before you announce your newest team member.
Capability Company helps nonprofits find, recruit and hire the best top administrative team members. To find out more about our services and to see if we can help you, visit www.capabilitycompany.com.
You are receiving this e-zine as a subscriber of Capability Company's or Nonprofit Oyster's employer or consultant email list. If you no longer want to receive these mailings please see the unsubscribe information below.
NonprofitOyster.com is the
career center serving the nonprofit sector.
employers can post their
positions and look through a bank of more than 2,000 candidates,
finding only those that meet their criteria. It's an excellent
Jobseekers can create and display an anonymous profile. It's
the largest and most comprehensive bank of nonprofit professionals anywhere.
American Humanics is a
national alliance of colleges, universities, and nonprofit organizations
dedicated to educating, preparing, and certifying professionals to strengthen
and lead nonprofit organizations.
Capability Company and NonprofitOyster.com have partnered with the American
Humanics Initiative for Nonprofit Sector Careers and we invite you to learn
more about it here
Know anyone who could use our How to Hire Workbook for Nonprofits? Forward this
email using the "send this to a
button at the top of this page.