We have been doing nonprofit executive searches for more than a quarter of a century. Over the years, we have learned how vital selecting the right candidate is…in fact, employee turnover is the single largest expense that any organization is likely to experience.
Screening candidates for key skills is often the toughest part of an interview. You usually have less than an hour to figure out if the person has the qualities you are looking for in your next hire.
The good news is that behavioral interview questions are a proven way to reveal a person’s ability to collaborate, adapt, and more. When integrated into a nonprofit executive search, we provide candidates who are more likely to succeed far beyond our year-long guarantee.
The 6 behavioral skills to screen for in a nonprofit executive search
- Adaptability
- Culture fit
- Collaboration
- Leadership
- Growth potential
- Prioritization
Below is a brief description with one question we always include in our conversations with candidates during a nonprofit executive search.
- Adaptability
69% of hiring managers say adaptability is the most important soft skill they screen for. You need employees who can adapt to a changing economy and organizational needs.
What we ask:
Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? - Culture fit
89% of hiring failures are due to poor culture fit, so screening for this quality is key. Research shows that employees who are a good culture fit had greater job satisfaction, superior job performance, and were more likely to stay with the company.
What we ask:
What are the three things that are most important to you in a job? - Collaboration
97% of employees and executives believe that a lack of team alignment directly impacts the outcome of a task or project. Clearly, hiring people who can work well with others is essential to having a productive – not to mention happy – team.
What we ask:
Give an example of when you had to work with someone who was difficult to get along with. How did you handle interactions with that person? - Leadership
Research shows that organizations with high quality leaders are 13 times more likely to outperform their competition. So, finding people who will be able to inspire, motivate, and influence others will be essential to your company’s success.
What we ask:
Tell me about the last time something significant didn’t go according to plan at work. What was your role? What was the outcome? - Growth potential
If an employee leaves, it can cost your company .multiple times that employee’s salary to replace him or her. That means that hiring people who have the potential to grow with your company not only saves you the pain of replacing them, but also saves you money.
What we ask:
Recall a time when your manager was unavailable when a problem arose. How did you handle the situation? With whom did you consult? - Prioritization
When juggling multiple tasks, we should be able to decide which ones need to be tackled immediately, and which ones can wait. Hiring someone who can’t get this right means that key due dates and project timelines can fall through the cracks, ultimately hurting your business.
What we ask:
Tell me about a time when you had to juggle several projects at the same time. How did you organize your time? What was the result?
If you would like to receive at least four more questions for each of the six sections, please write me at david@merskyjaffe.com. I would be pleased to send them to you and discuss your talent management needs.