Recruiting Business Professionals for Nonprofit Sector Jobs

Posted Sun, 08/09/2009 - 8:05pm

David E. Edell
President
DRG Executive Search

Many professionals who have been laid off by their for-profit employers, or expect that they soon will be, are considering jobs in the nonprofit sector. Some are, appropriately, interested in casting the broadest possible net as they look for work, but others are serious about changing careers and are exploring options with nonprofit organizations for a variety of personal reasons.

The reality of nonprofit budgets, staff levels, challenges in delivering services and raising funds, and sophistication of volunteer leadership means nonprofits require professionals with diverse training and experience. Therefore, applicants from the for-profit world provide a set of skills and experience that can be highly attractive to nonprofit organizations.

Yet, nonprofits that are considering hiring executives from the for-profit sector often worry about an executive’s sincerity in pursuing a nonprofit option. They wonder if the career-changing candidate has the patience to work in an environment with fewer resources; will be comfortable around clients, donors, and volunteer leadership; if they can develop a passion for the work; and if they will remain in their job after the market turns and there are new jobs back in the for-profit sector. 

I offer nonprofit organizations eight specific tips to apply when interviewing for-profit professionals for jobs in the nonprofit sector, especially when considering someone for an executive position. Following these suggestions helps ensure that the applicant’s personal values and motivations, as well as their skills and leadership potential, will translate well in a nonprofit setting.

  1. Look for Relevant Experience. Does the applicant’s cover letter and resume use language and show experiences that are relevant to the nonprofit position they are applying for? Do they express their interests, passions, and volunteer activity?
     
  2. Inquire About Motivations. Ask the candidate to explain their motivation and interest in changing careers and working in the nonprofit sector. Are they looking for a job, or for a career change? This is a threshold conversation in any interview with these executives.
     
  3. Determine if They Did Their Homework. Have the applicant talk about the research they’ve done on the organization and the specific position they’re applying for. They should be able to discuss what they have learned about the organization’s mission, programs, leadership, budget, and operations. Organizations usually place most of that information online; the applicant should have no problem finding basic information of this kind.
     
  4. Talk About Sector-Specific Challenges. What can the candidate tell you about the challenges of working in your field in the nonprofit sector? Can they explain how they have addressed similar challenges in previous positions? Ask them to explain where their experience is directly related to the position they’re applying for, and where there are differences.
     
  5. Ask About Volunteer Activities. Have the applicant describe their experience with nonprofit organizations as a volunteer. The more active they’ve been in volunteerism, the more responsibilities and leadership they’ve assumed, and the longer their involvement, the more likely it is that they are someone who is personally committed to and familiar with nonprofit organizations. It’s more likely that they will appreciate the challenges of this career change.
     
  6. Look for Nonprofit-Specific Training. Has the candidate attended seminars and/or taken courses on nonprofit management, both to prepare for the career change and to demonstrate a commitment to making the sector change? Many universities, continuing education programs, and professional associations offer programs of this sort. By enrolling in these programs, it shows the candidate has a sense of seriousness about their decision to make this change.
     
  7. Think Personal—There’s More to Them than Their Resume. Ask questions that get candidates to reflect on how the career change might affect them personally. Think about questions such as: will they be comfortable with the compensation and how will they feel about working as a paid professional with donors and board members who were previously their peers and colleagues.
     
  8. Gauge Their Attitude. A proper attitude matters. Nonprofit organizations should be hesitant to offer a job to applicants who think they can “fix” the organization by making it more businesslike. Instead, look for someone who presents themselves as prepared to roll up their sleeves, work with fewer resources, and collaborate with co-workers from diverse fields. Just as important, nonprofits should be looking for someone who’s anxious to contribute their skill while learning the ins and outs of a sector that’s new to them.

Many nonprofit organizations have successfully recruited and integrated professionals from the fields of finance, accounting, marketing, sales, law, human resources, and operations/administration. There are fewer examples of for-profit leaders who have been hired as the CEO of nonprofits. The eight tips above provide nonprofits with a framework for gauging the sincerity and motivations of applicants from the for-profit world so that a greater number of successful recruitments can occur at higher levels of nonprofit management.

  • View the archive of ECSG Forum columns or the archive for all Alliance for Children & Families Magazine columnists.
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