You either received a huge donation to fund a new team or an excellent member of staff has decided to move on. Either way, you need a new team member. First thing's first, you need to know that a bad hire can cost you up to $15,000 according to Career Builder.
With that out of the way, we can focus. First, do you have time to recruit? Do you have time to write up the job description, post it, go through resumes, get back to candidates, book interviews, etc.. If not reach out to us! We are here to help you!
If you or your hiring team does have the bandwidth to hire, make sure you are following hiring best practices to ensure a diverse and talented team!
The search process of finding a talented can be tough, but it also can be fun!
Make sure the job description is short, conscience and easy to understand. You don't need to list out every single thing the person will be doing, just the most important things.
Posting & Sourcing:
Once you have established your posting budget, make sure to cast a wide net. Use a mix of household name job boards and a niche job board or two. Reach out to your employees and let them know you have a vacant position. Even better, promote that employee referral bonus! Search through your previous applications and don't hesitate to reach out if their experience matches the job you are searching for.
Resume Review, Scheduling and Getting Back to Candidates
Make sure to reach out to candidates that have the experience you are looking for within a day or so if not immediately. Keep in mind while looking at the resume if they can grow into the role. For example, if you are hiring for an individual contributor, will the role that you are recruiting for become a step up for them career-wise or will it be a lateral move?
Send over a few options to candidates and be flexible if they need to reschedule. Don't hold onto candidates that are not a true match. If a candidate is not suitable at all, let them know via e-mail and encourage them to apply to other positions.
Make sure to ask questions that help you understand whether the candidate can do the job, fit in with the team, be able to manage up to their manager and be a culture fit. For example, if your non-profit has a matrix organizational structure, make sure to gauge if your candidate from a flat organizational structure can be able to follow the chain of command as needed. Also, please make sure your interview questions are legal to ask.
Your onboarding process needs to be as well thought out as the interview process. Ensure that the offer package is sent out and processed in a timely manner. The new employee's space should be ready for their arrival and an agenda should be prepared for their first few weeks.
It's a lot, right? If you need help, please reach out to us! At Recruit Petra, we have a 90-day guarantee with every search.