The Nonprofit Leader's Blueprint

7 Steps to Kickstart Your Executive Search

by Tracy Marshall and Mary Plum

Posted October 16, 2024

Effective hiring starts with strategic planning. A common question we receive from our Executive Search clients at Development Guild is, “How do we begin?” Contrary to popular belief, we don’t start by crafting a job description or immediately recruiting potential candidates. Our years of experience have shown that preliminary preparation can significantly reduce time-to-hire, attract top talent, and support collective buy-in and decision-making.

Let’s delve into some of the best practices for successful hiring that we implement with our clients.

Build a strong hiring team. 

Identify key stakeholders who will be involved in the hiring process. A smaller team can often lead to more efficient decision-making. For executive roles with multiple stakeholders, consider forming a search committee to effectively manage diverse perspectives. 

Consider including: HR, the hiring manager, their supervisor, and potential future colleagues. Ensure that the group represents diversity in perspective and insight. If you do not have a search committee,  explore alternative ways to involve additional stakeholders in the interview process. c Participants can give their feedback and evaluate candidates with a rubric that can be shared, but best practice would be to evaluate each candidate against the key criteria for the job vs. comparing candidates to one another. But be sure it is clear who has the final decision-making authority.

Create a shared vision.

Ensure that all stakeholders are aligned on the goals, ideal candidate profile, expectations, and growth potential of the position.

Clearly outline the short-term and long-term goals, as well as the potential for growth and professional development.

Craft a compelling job description. 

The job description plays a vital role in attracting qualified candidates. Avoid including “nice-to-haves” in the job description. A lengthy and specific list of requirements can discourage potential candidates from applying, especially those who possess transferable skills, but may lack direct experience. You don’t want to miss out on exceptional candidates due to internal bias. Including benefits like paid parental leave, flexible work arrangements, and childcare subsidies in the job description can help attract a strong pool of candidates. Find more of our tips around creating an inclusive job description here

Showcase your DEI commitment. 

Prepare to address questions about your organization’s commitment to diversity, equity, inclusion, and belonging, as well as how these values are reflected in your hiring practices, programs, and initiatives. 

Consider featuring an equal opportunity and/or DEIB statement on your website that is thorough, clear, and written in your own words. Consider, also, including a designated paragraph or section with examples that illustrate your organization’s commitment to DEIB. For instance, perhaps you have mentorship programs, internal DEIB committees, annual DEIB and/or inclusivity trainings, etc. This can help candidates understand the depth and sincerity of your commitment, as well as what they can expect from your overall company culture. 

Develop a structured interview process. 

Determine the decision-makers, participants, questions, and stages of the interview process. Plan for in-person and/or virtual interviews, as well as any assessments and/or exercises. In addition, make sure to develop meaningful job-related questions, as well as behavioral questions to get a sense of how a candidate might react to work challenges (looking for advice on implementing behavioral questions in an interview, read this article). 

We’ve outlined below what we typically include when outlining the stages of an interview process: 

  • HR screening
  • Hiring manager interview
  • Team member interviews
  • Final interview with hiring manager’s supervisor
  • Debrief and decision-making

Define evaluation criteria. 

Your evaluation team should be composed of the people who were/are a part of the interview process. These people should be aware from the beginning of their involvement and should be given a specific rubric, criteria, or process to follow.  

While the job description should not include “nice-to-haves”, when evaluating candidates pay attention to the unique strengths and opportunities that they bring to the table.

Prepare for Negotiations. 

Anticipate salary negotiations and workplace considerations, such as hybrid/remote options, and be flexible with the in-office requirements, if you are able. Consider alternative compensation like competitive benefits or perks to offset salary and attract top talent.

Include HR and/or leadership in conversations from the beginning so that you have a clear understanding of your budget and resources to make informed decisions. You will also want to make sure your offer aligns with the larger market and with existing employee offerings. 

A successful recruitment process starts long before you interview the first candidate. Implement these strategies to optimize your next search and experience a more efficient and effective process.

Need assistance with your hiring process? Contact us for expert guidance and support. We can help you streamline your hiring efforts and recruit strong candidates.

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