Protecting & Enhancing Your Organizational Brand During the Hiring Process

June 25, 2014

AGENDA

What do we mean by organizational brand and why is it important?

Tools & tips for protecting and enhancing your organizational brand

• Checklist for an effective job posting

• Roadmap for the hiring process

Q & A

Organizational brand & why it’s important

Your brand is people’s perceptions – positive and negative – of your organization.

How you treat and communicate with applicants throughout the hiring process affects your brand.

Organizational brand & why it’s important

Extent to which organizations consider protecting / enhancing their brand during the hiring process:

not at all, 2%

a little bit, 8%

somewhat, 18%

a fair amount,

34%

a great deal, 38%

Organizational brand & why it’s important

“Has your experience applying for a job at a NPO ever caused you to...” • Speak badly about that organization: 28%

• Stop volunteering / considering volunteering: 26%

• Un-follow on Facebook / Twitter: 21%

• Unsubscribe from mailing list: 20%

• Stop donating: 14%

• Other responses: recommend others do not apply; speak badly about individuals; consider looking for work outside the nonprofit sector

Organizational brand & why it’s important

Most organization survey respondents – 60% – do not have designated HR staff.

The largest proportion of respondents – 42%– said the Executive Director is responsible for hiring.

Organizational brand & why it’s important

For job seekers, the most common worst hiring processes related to:

• Long delays in communication

• Unprepared interviewers

• Not hearing back after being interviewed

• Finding out the position had already been filled

Organizational brand & why it’s important

Best hiring processes included:

• Being communicated with in a timely manner and respectfully

• Having structured, in-depth screening processes

• Having clear expectations set out in postings & interviews

• Receiving acknowledgements of applications

Checklist for an effective job posting

This job is really open and needs to be filled

The funding is secure for the time specified

We have provided information about our mission and programming

Checklist for an effective job posting

We have stated where the position is based

We have stated expectations related to access to equipment, vehicles, travel, etc

We have provided enough information about compensation to ensure we get appropriate candidates

Checklist for an effective job posting

There is an accurate, specific, realistic list of responsibilities

There is an accurate, specific, realistic list of qualifications We have specified who the position reports to and/or supervises

Checklist for an effective job posting

We have stated whether this is full-time, part-time, limited time, renewable contract

We have provided information on how to apply

We have stated a time range when interviews will be held / when shortlisted candidates will be notified

We have tested the posting for clarity

Roadmap for the hiring process

How do we know we need to fill this position?

$ What is the available budget?

Determine the timeline • Posting launch & deadline

• Screening applications

• Interviews

• Start date

Roadmap for the hiring process

Draft job posting Advertise Shortlist Pre-screening

Roadmap for the hiring process

Interviews

Reference checks

Onboarding

Protecting & Enhancing Your Organizational Brand During the Hiring Process

Protecting & Enhancing Your Organizational Brand During the Hiring Process

Thank you!

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