As I sat with nearly 4,000 of the world’s most talented recruiters, I thought “How the hell does this apply to nonprofits and small business?”.
It does, all of it.
See, budgets don’t get in the way of hiring amazing talent - we do. In this age of “remixes” there is nothing that a nonprofit or small business cannot recreate at their scale to impact the organization. It’s already been laid out for you. Time and energy, are likely the key reasons none of these pieces ever get implemented. In Southern Nevada, I’m not enthusiastic for our talent streams. Sure, there are fantastic people working diligently at their own personal missions - but how do I tap into new, enthusiastic energy streams? How do I find candidates from both coasts and multiple regions?
1. Start with culture. What are we doing as leaders that inspires a candidate and talent to flow toward us and not to the big corporations - who will offer better packages and more money? Create a story, perhaps like what Dropbox did for their newest offering, Carousel. Create a climate and a culture that makes individuals want YOU. Encourage conversations over content. This process takes help from the entire team. Push out to social media, show the humanity of your organization. Have fun. Nobody goes and works for a clean water foundation because of their 401K package - they work there because of the mission, because of smiling faces, and the conversations.
2. Stop compromising on talent. We do it. I’m sure all of you do too. You’re in crunch time - as a service provider, your programs people are getting antsy as there are openings to fill. You cannot by any means bandaid your problems. Compromising in new hires is so much worse - they’ll actually infect your organization. Dealing with that problem months or years from now is far more painful than finding the right fit now. Zappos CEO, Tony Hsieh says, Hire slowly, Fire Quickly. This can be applied to our sector - our lifeblood are the people we have working for us. That’s enough for the medical metaphors...
3. Structure. It’s something that we all think we’ve got, but do we? What are your interview questions getting you? Are we interviewing for a job or for a fit in culture? What kind of people do we need? Who is in charge of hiring? Who is in charge of interviewing? How many interviews does a candidate get? Who makes the final call? What’s the policy on friends and family? These structures are abided by, and rarely compromised on, in various industries and sectors that hire millions of candidates annually. Yet, in the world changing organizations we run, we often throw it all out the window for the “one”. Stop it. People respect a serious interview process. I heard this week from Laszlo Bock that even after Google denies candidates, they’ve still found that those denials will refer people to apply at Google. That’s powerful. Holding yourself to such a standard creates a credibility for your name and cause.
This past week was awesome. I don’t think I could have the same outlook without being part of LinkedIn’s Talent Connect 2014. The entire thing is available to stream. Starting to change your organization’s team, starts with each of you, now; not just who you bring on going forward.
To End, Father Gregory Boyle on how a job can change a life.