Fundraising Tip: Nonprofit Recruiting

A few thoughts on nonprofits who are having a difficult time finding their next fundraising rock star.

Another development director gave notice this week.

They had been in their position for almost one year.

They were just starting to plan the year-end fundraising campaign.

And now they’re saying their goodbyes.

I was called the same day the notice was given. The executive director was surprised and knew they needed to begin a search as soon as possible. That’s where I come in.

I asked why the current director was leaving. After all, they were rather new.

Then we talked about an action plan to find the next person to lead fundraising efforts and ensure fundraising continues throughout the process.

Through my fundraising experience, I have learned that some executive directors and CEOs of nonprofits decide to not hire quickly when one of their fundraising positions opens. They think, wrongly, that they have an opportunity to save money so they decide to let the remaining members of the fundraising team take care of fundraising without a leader or another critical team member.

If you have an opening on your fundraising team, don’t delay in hiring. If you decide not to hire right away, consider whether or not you need that position. Don’t use a position as a budget-saving opportunity if you need that position.

Before you go public with your search, read the job description you’re going to use. In most cases, the job description is several years old and the list of job responsibilities is far from what is needed. You may want to discuss this with other members of the fundraising team.

Ask your board members to share the job description, and ask one of them to participate in the interview process.

I like to focus more on culture than decades of experience. The main experiences I want to see for someone who is going to lead my fundraising efforts include plenty of time meeting with donors, creating a revenue budget, and working with a board and external community.

You must hire someone who is comfortable meeting with donors and building relationships with them.

It’s also important to hire someone who the ED/CEO can work with. This relationship between the CEO/ED and the head of fundraising is crucial.

Be transparent with candidates and respond to those you’re interested in interviewing. There have been times for me when I offer the next interview to a candidate at the end of the first interview. I am certain I want to know more and I want them to leave the interview knowing of my interest.

If you know a candidate is not a fit right away, let them know.

Use your social media network to introduce the position to your colleagues and connections there. I love posting positions on LinkedIn and asking my community to share the opportunity.

Take your time. Although you may be in a hurry to rehire, don’t let that get in the way of finding the right person.

Good luck! Let me know if you have any questions or want to discuss support with your search!

—

Take a risk. Be of service. Support your friends and colleagues. Be kind.