Hiring a new development team member
All is going well at your nonprofit and then you receive the news that your amazing fundraising team member is leaving. It’s time to hire a new development person!
I’m offering this post because I’ve been part of two searches in the past couple of months and have had several others reach out to me for advice in finding the next right person. Keep in mind that this post is more about finding the next person, less about hiring them.
There are a few things you can do this week to make sure your next candidate search is ready to go whenever you need it to be. First is the job description. When was the last time anyone laid eyes on it, let alone got it close to what the actual job is? Doing this before you need to post the position is always helpful.
I suggest adding this to your calendar and going over it with the person currently doing the work. Have a current job description along updated copy for the posting will make this process so much easier for you. It also my help you find someone sooner rather than later.
By the way, make sure the job posting includes your salary range. The salary range is of course up to you, and it won’t come as a surprise that I suggest you give this good consideration which will end up having your position be of higher interest.
Create a network of people you know and work with who will support you in spreading the word of your position. The more people who are sharing the job posting, along with their excitement for your organization, the better.
Have a list of online resources where you can post the position. This is any easy document to have and to keep updated. In Los Angeles we have Dan’s List, an amazing, daily email sent our every day by a development professional in the area listing open positions in the LA area. It’s a wonderful way to get in front of people working in the nonprofit world or part of it somehow.
Lastly, now that you have the job description solid and up to date, have clear copy ready as to what the expectations are of this person, what you want them to be accountable for in the first year, and what your absolutes are in regards to their experience. This is all something you can work on now, rather than worry about when you need to start the process. Having this ready to go will make the period of time when you are doing the search much less stressful.
I hope this is helpful to you. Please email me at [email protected] if you have any questions.
Thank you for reading!