A job posting tells you what an organization wants you to know. It can also tell you what the organization has—and has not—figured out. Before you apply, read beyond the list of responsibilities. Look for evidence that the organization has thought carefully about the role you would be entering. Can You Tell Why the Role Exists? Strong postings give you some sense of why the organization is hiring. Is the team growing? Is this a new position? Is someone being replaced? Is the

Board recruitment should not begin with who you know. It should begin with what the board needs to be able to do. Many boards recruit by profile: “We need an attorney.” “We need an accountant.” “We need someone who can fundraise.” Those characteristics may be useful. But they are not yet a governance strategy. Start With the Organization Ahead What will this board need to govern over the next two to three years? The answer may be different from what the board needed two years

“Hybrid” is not a work arrangement until everyone knows what it means. Too often, organizations select a label first and explain the actual expectations later. That creates avoidable frustration for candidates and employees. Before you post the role, define the arrangement. If the Role Is Hybrid Answer: · How many days are onsite? · Which days? · Who decides? · Are there organization-wide anchor days? · Can employees choose different days week to

A job description is not a list of everything someone could possibly do. Too many job descriptions begin with an old document, a list of tasks someone is already carrying, or a collection of responsibilities that no one else wants. Start somewhere else: What does the organization need this role to accomplish? A strong job description should help a candidate understand not only what they will do, but why the role exists, what they will own, where they sit in the organization,

A capacity problem does not automatically require a new employee. Hiring is one way to create capacity. Sometimes it is the right one. Sometimes organizations turn a temporary, specialized, poorly defined, or leadership-level need into a permanent position simply because employment is the staffing model they know best. Before you write the job description, ask: What kind of capacity do we actually need? When an Employee May Make Sense Employment may make sense when the work i

An interview is not a vibe check. The purpose of an interview is not to determine who everyone enjoyed talking to most. It is to collect enough relevant evidence to make a sound hiring decision. That requires deciding what you need to learn before the candidate walks into the room. Start With the Decision Before writing questions, identify the capabilities that genuinely distinguish someone who can succeed in the role. · Judgment · Prioritization · Technical