1-Conduct Extensive Research

The search committee for your organization's executive director should review resumes, cover letters, writing samples, and videos depicting public speeches (and all key aspects of the executive director role) to determine whether the candidate can align with the organization's mission (skills, experiences, and other factors).

2-Reach Out to Candidates:

If your initial research indicates that a candidate may be the best fit for a leadership position in your organization, the chairperson should initiate contact with them by phone for a friendly interview or informal conversation. The purpose of this step is to gather important information about this candidate, as they will likely be more relaxed and free from the pressure often felt during a formal job interview.

3-Schedule a Meeting with the Candidate if Impressed:

If it becomes clear to the chairperson, after an informal conversation, that the job applicant is still the top candidate while their qualifications align with the organization's goals, they should invite them to visit the organization at its expense and plan a casual group meeting with the rest of the team. These meetings are among the best ways for the organization to assess how well candidates match its requirements. It is worth noting that the meeting does not have to involve a large number of people or be costly.

4-Formal Interview:

After forming a general impression of the candidate for the executive director position in your nonprofit organization, management should create a more accurate and comprehensive picture that can help narrow down the qualifications that match the job requirements. Accordingly, a formal interview can be held with the board or selection committee to discuss the candidate's vision for the organization, after they have developed a better understanding of its culture and mission. At the same time, any outstanding questions can be raised with the candidate, and they should be given the opportunity to inquire about various matters. The interview can be scheduled for the morning following the informal meeting, which would help minimize the organization’s expenses.

5-Communicate Constructively with Candidates:

Finally, communication is one of the most important elements throughout this entire process, as selection committees should communicate with candidates with respect and transparency. In this context, if the board feels that the candidate is no longer a fit for the organization's requirements for any reason, or if there is an inevitable delay in the selection process, the chairperson should immediately and personally reach out to the candidate to inform them of any updates at any stage of this process.

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