How Can I Find the Next Employee for My Non-Profit? Steps to take


Employees

Running a non-profit can be really demanding. The fact that for free, they provide incredible value to humanity in countless ways makes them highly placed in the society. Because they mostly focus on humanitarian projects, they require selfless, dedicated, and purpose driven individuals in their organization. However, they often struggle in finding people that have these qualities. 

If you own a non-profit, the non-profit recruitment process may take a toll on you as it may become overwhelming joggling the rigorous schedule of a non-profit business and screening potential employees. To get this load off your back, you’ll need to hire a competent recruiter that specializes in your field. In this article, we’ll look at the steps you can take to hire just the right recruiter.

Steps to Take in Hiring a Non-profit Candidate

In hiring the right recruiter, the following steps should be helpful:

Step 1: Cast an enormous net

This should be a no-brainer. Cast a net as wide as possible to accommodate as many potential candidates as possible. The more candidates you can get, the higher your chances of finding the right person. You can do this by giving public announcement on PR websites, as well as on relevant social media platforms. Finally, do not underestimate the power of networking, and your network. Reach out to friends and colleagues to see if they have any recommendations. This may be the first step you take. 

Step 2: Narrow down the list by sending out open-ended questions

When you are satisfied that you have gotten enough candidates, the next step is the weeding process. This can be done by emailing each candidate a set of open-ended questions that you feel are relevant to the role they will be filling. 

The questions you send out should:

  • Be fun to answer
  • Reveal the candidates’ personalities
  • Expose their writing skills
  • Have a short submission deadline. 

Make sure to mention that they are free to ask you questions. However, you should seta fixed number so that you aren’t bombarded. Also, take note of the time their submissions are made. This will tell you a lot about which candidates are time conscious and that will be able to meet work deadlines. 

Step 3: Schedule an over-the-phone interview

Once you are done narrowing down the list, the bulk of the work has been done. Next, schedule a short telephone interview with the candidates that passed the previous step. This step is to see how they compose themselves while on a phone call. 

Prepare similar questions to the one you gave in the previous step and write their answers down for a review later on. After the call with a candidate, you might want to record your impression of them. All of these helps to get a clearer picture of their personality. Click here to learn more about how to conduct over-the-phone interviews. 

Over the call, ask questions about how they’ll behave in so and so situations. These situations should be the ones they’ll frequently find themselves in should they get the job. Make sure to ask them the reason for every answer they give to any question asked. By doing this, you’ll get to know their thought process and the depth of their intelligence. Finally, make sure to have other people listen in on the conversation so that different opinions would be compared before deciding whether or not the candidate will move on to the next stage- the face-to-face interview.

Step 3: Face-to-face interview 

By this time, your list should have narrowed down to about 8 to 10 candidates. A face-to-face interview helps put a face to the names and voices you’ve interacted with. In this stage, the candidates get to experience the environment of the organization and meet with other members. 

To get the best out of this process, have the candidates interviewed in single and group sessions for a broader perspective of each of them. Ask them questions that give you insights as to whether they would fit into your organization’s culture. Make sure they are not interviewed by you alone. Get other members of your team to screen them as well.

When the interview is done, gather your team members that participated in the exercise to compare notes and opinions. At the end of the meeting, the most successful candidate will emerge, and you’ve got a qualified non-profit recruiter to join your team. Visit https://proformablog.com/11042-2/ to learn more about face-to-face interviews. 

Conclusion

The recruitment process is always stressful but you get the chance to meet with really wonderful people that you may end up working with or meeting in the future. Because of this possibility, it is advised that you treat all candidates with respect and courtesy. If you do not fancy this rigorous process, you should focus on the recommendation method. Bear in mind, however, that it may take longer to find the best candidate through this method.