Experts in the field of non-profit organizations emphasize that selecting the core staff differs from the process of envisioning new leadership positions. From this perspective, the organization's team responsible for development and searching for new employees must rely on creative thinking to envision new roles and select the best candidates for them.

These five practices can assist the non-profit organization in finding the most suitable employee for each new position or role:

  1. Study the non-profit organization's need for new positions and employees:

During this important phase, the team responsible for developing the organization should discuss the following questions to propose new positions and find the right people for them:

  • What will your non-profit organization look like in five, ten, or twenty years from now?
  • What obstacles are expected to hinder the organization's development?
  • What tools, resources, or programs will enhance the organization's chances of success in the long term?
  • How can you build or reshape the staffing within the non-profit organization to achieve the new goals?

In fact, it is essential at this stage to consult the current employees of the organization by involving them in prepared discussion sessions to obtain the most suitable proposals regarding the new positions.

  1. Form a committee responsible for recruitment and searching for employees:

The recruitment and search committee for employees consists of a carefully selected group of individuals who possess the traits necessary to carry out this task. Non-profit organizations should avoid bias towards any members who may not represent the best choice when forming this committee.

In this context, committee members can be chosen based on the following criteria:

  • They must hold executive positions such as Development Director, Fundraising Manager, or Campaign Manager.
  • They should have a proven track record of successfully training non-profit employees to improve performance.
  • They must have sufficient time to attend meetings and discuss group processes.
  • They should be enthusiastic about achieving the organization's current and future goals.

This committee can also include prominent community figures, major donors, and local business owners.

  1. Write an appealing job description that attracts the required candidates:

The job description should outline the professional and personal specifications required for the candidate, as well as comprehensive details regarding their expected leadership role and organizational culture.

In this context, the non-profit organization team specifies the main responsibilities of the position and the daily tasks and duties, which may include the following:

  • Interacting with staff and stakeholders via email, phone, or social media.
  • Responding to inquiries from donors and staff in a timely manner.
  • Researching donors and directing them with the help of available research tools.
  • Presenting proposals from donors or marketing materials for the fundraising team.
  • Using integrated technology for fundraising, marketing, and donor management.

This description will provide applicants with a clearer idea of the daily experiences that will occur in the organization, while also focusing on educational level requirements, particularly experience in various donation fields. The organization can utilize examples of job descriptions that enable it to formulate them in an easy and attractive way, not to mention that allowing applicants to print and share it helps to expand the organization’s reach.

  1. Prepare recruitment interview procedures:

Some experts consider this phase to be the most important, as it depends on the capabilities of the organization's employee search committee and the questions they formulate. These questions should not only focus on the qualifications of the applicants but also on their motivations for engagement that reflect the organization's mission:

  • How diverse is your experience with non-profit organizations?
  • How have you effectively managed donors?
  • What is your experience with planning and executing fundraising?
  • What are your key strategies for encouraging fundraising?
  • What are some of your favorite programs and techniques that non-profits rely on?

Additionally, non-profit organizations depend on the recruitment committee during this phase to carry out the following tasks:

  • Reviewing applicants' submission and screening their backgrounds or references.
  • Preparing for each job interview and adhering to recruitment timelines.
  • Assisting final candidates to navigate the hiring process more efficiently.

While posing these questions, the committee should address the candidate's experience collecting volunteers and donations to determine if they meet the organization's needs.

  1. Organize a training session for new employees in the non-profit organization:

During this stage, the non-profit organization needs training sessions to help employees learn how to handle the new position and assist the new employee in integrating and understanding their role. From this perspective, the non-profit organization should have another committee responsible for training new employees and helping them integrate fully into the organization, capable of accomplishing this task effectively.

This committee's role includes:

  • Explaining the difference between independent work and teamwork methods.
  • Reviewing communication policies with employees and stakeholder bodies.
  • Discussing the timeline and procedures for deadlines.
  • Conducting face-to-face interviews with supervisors.
  • Organizing printed and digital resources for use.
  • Teaching new employees how to utilize the technological resources used by the organization.

This committee could compile a list containing tools and practical applications aimed at simplifying a variety of tasks for non-profit organizations, including:

  • Task management: Scheduling appointments and reminders, sending emails, and creating shareable online projects through appropriate app suites.
  • Ongoing engagement: Designing and sending emails and newsletters, and the organization can also automate control and management of social media newsletters through specialized platforms.
  • Content publishing: The organization can utilize the free online resources available, such as blogs or content management systems.

Location: Gif Gab

Author: Allie Sterling