Summer is always a hot time for hiring, as fiscal years wrap up and professionals look to make their next career moves, or are bounced out for not meeting expectations. This is a particularly challenging time to find fundraising talent, as we approach full employment, and well qualified candidates have lots of opportunity in front of them.
Much has been said about the relative professionalism of fundraisers and the constant turnover in our industry. Change will happen, and your non-profit will have openings. So, do yourself a favor and avoid these avoidable errors with your next fundraising hire. Your search will inevitably be a costly failure if you:
Ignore internal candidates: Hiring from outside is expensive and costs time and relationships. Is there someone internally you can promote, who is worthy of coaching and investment to grow into a real leader? This lack of imagination for growing internal talent is one of the biggest mistakes non-profits make. Consider, strongly, internal candidates for your next opening, and what support they might need to be successful.
Don’t put a premium on candidates who care deeply about your Cause. Almost everyone who works in non-profits cares specifically about the mission of their organization, except (too often) the fundraising staff. Look for qualified candidates who care deeply about your work, and not those who just want more money or less hassle then their current job.
Accept candidates who’ve moved three times in five years. Or more. The average tenure is 18 months for any fundraising job, but not for everyone. Why, then, do non-profits keep hiring these guys who bounce from job to job. What do you think is going to happen, that you are the One, at last? Forget it. Bouncers bounce. You will get burned again and again.
Put Higher Education experience as Holy and Sacred. There are many college fundraisers who are quite good, but so what? Are they worth the money? I don’t know. What I do know is that colleges and universities have gigantic engaged alumni bases and staggering resources to bring to fundraising programs. Does that mean that a couple of years of university fundraising experience makes your candidate viable for a CDO job of a complex program? Doubtful.
Make “who would I most like to have a beer with?” a deciding factor. This is so stupid as a consideration, and often what reinforces barriers of entry from marginal populations. We tend to have beers with people like ourselves, and if this is a factor, you are going being unfair. Drink beer with your friends. Hire qualified professionals for your fundraising programs.
Embrace Youth at the expense of competence and experience. I get that there is a youth movement underway, and it is a positive thing for the most part. But I also see organizations ignore experienced professionals in favor of attractive youngsters. This is a mistake.
Ask, “What is the biggest gift you’ve closed?” Of all stupid interview questions I’ve heard in my career, this is the stupidest. It has been asked of me in every single job interview since grad school. Major gifts take years to develop for the most part. Someone is going to be there to secure the gift. Compared with progressive management responsibility, a history of successful engagement of board members and community leaders, and the ability to communicate in person and in writing, closing a couple of fat gifts should matter little.
Don’t know what sort of leader you seek. This is where organizations fail so often, in not knowing what they seek to begin with. Do you need a Gift Closer, who will Lone Wolf all the giving, never visiting the office? Do you need a manager who will keep all the program elements moving along? Most fundraisers are good at one but not both of these things. One of the best bosses I ever had led a big staff and complex program, but was just bad in a room with donors. And because you don’t know what you want, you will hire the millennial university fundraiser with modest experience (but good looks), and pay them too much. You will enjoy chatting with them at cocktail parties. Until they quit.
Your next staff opening in the fundraising program is an opportunity, but only if you are thoughtful and realistic. Wonder Woman does not exist, and if she did, you could not afford her.